Elevate Your AIQ

By WRKdefined Podcast NetworkBusiness Technology Management

Elevate Your AIQ episodes

August 13, 2024Ep 9: Reimagining the Workforce to Drive the Evolution of Work with Richard Rosenow
Bob Pulver and Richard Rosenow discuss various topics related to people analytics and AI in the workplace. They cover the ongoing terminology debate, the importance of upskilling in AI, and the impact of AI on both individual and team productivity. They discuss the challenges of integrating AI tools into existing workflows and the need for HR to take a proactive role in embracing AI and responsible AI practices. They also touch on the demand for AI talent and the future of HR tech. The conversation concludes with a discussion on the future of work more broadly, including impacts to education and the changing definition of a (not necessarily human) workforce.

Keywords
people analytics, AI, terminology, upskilling, team productivity, AI tools, workflows, HR, future of work, workforce, AI, HR, upskilling, responsible AI, AI talent, HR tech

Takeaways
The terminology in the people analytics and AI field can be confusing, but there is a growing consensus around the term 'people analytics'.
Upskilling in AI is crucial for HR professionals to stay relevant and take advantage of the tools and technologies available.
Integrating AI tools into existing workflows can improve team productivity, but it requires careful planning and coordination.
HR needs to take a proactive role in embracing AI and ensuring that it is used responsibly and ethically in the workplace.
The definition of a workforce is changing as AI agents and systems become more prevalent, and HR will need to adapt to support and manage these new types of workers. HR has the opportunity to leverage AI tools to improve processes and decision-making.
Upskilling in AI is important for HR professionals to effectively use AI tools.
Responsible AI practices, including data hygiene and bias mitigation, are crucial in HR.
There is a growing demand for AI talent in HR and organizations need to adapt to this change.
The future of HR tech will involve AI-driven workflows and a focus on responsible AI practices.
Sound Bites
"At the end of the day, give yourself some grace if you're trying to figure out what these mean. It's confusing right now."
"If you add AI to one task, but you leave everything else alone, have you done anything? Have you actually made a significant improvement in that end-to-end workflow?"
"HR, if you were on the fence or kind of worried about it, I'd say like, hey, it's a good time to start dipping your toe in, start trying to make use of this, start trying to bring it into your day-to-day usage because the tools are getting strong enough and they're starting to become more available."
"I could see someone making a really funny comedy about this"
"Upskilling in [Generative] AI is simpler than becoming a data scientist or AI software developer"
"HR has a prime opportunity to experiment with AI and extrapolate its value to the rest of the organization"

Chapters
00:00 Introduction and Background
03:08 Navigating the Terminology of People Analytics and AI
06:12 The Importance of Upskilling in AI for HR Professionals
10:16 Integrating AI Tools into Workflows for Improved Team Productivity
15:21 HR's Role in Embracing AI and Ensuring Responsible Use
25:25 Exploring the Potential of AI in HR
27:45 The Opportunity for HR to Experiment with AI
29:44 Addressing AI Hallucinations and Biases in HR
36:01 Understanding the Data in AI for HR
39:31 The Growing Demand for AI Talent in HR
43:10 The Value of AI Skills and Talent in HR
47:53 The Future of HR Tech: AI-driven Workflows and Responsible AI

Richard Rosenow: https://www.linkedin.com/in/richardrosenow/
OneModel: http://www.onemodel.co/
People Analytics Roles: https://www.linkedin.com/newsletters/people-analytics-roles-update-7219034161934671875/
50 min
August 08, 2024Ep 8: Designing Human-Centric Recruiting Experiences with Martyn Redstone
Recruiting industry veteran and conversational AI expert Martyn Redstone joins Bob Pulver to delve into the transformative impact of AI on talent acquisition. They discuss the evolution of conversational AI, the importance of responsible and human-centric AI, and the need for proper governance and education around AI ethics. The conversation highlights the challenges of AI regulation and the role of different stakeholders in ensuring compliance. Overall, Bob and Martyn emphasize the need for organizations to understand and operationalize AI in a responsible and efficient manner. They cover AI use cases and implications across talent acquisition, including candidate engagement and screening, and the importance of cognitive diversity in designing human-centric solutions and experiences. The conversation concludes with a discussion on the need for individuals to embrace AI as a standard part of their personal and professional lives.

In this episode we look at: AI, talent acquisition, chatbots, conversational AI, automation, AI ethics, AI regulation, compliance, AI literacy, systems thinking, design thinking, cognitive diversity, candidate experience, AI governance, upskilling.

Key Takeaways
Conversational AI, including chatbots and voicebots, is increasingly relevant in talent acquisition and business operations.
Understanding and differentiating AI terminology is crucial for effective implementation, as all chatbots are essentially software-driven conversations.
Chatbot technology has evolved from basic decision trees to advanced natural language understanding and large language models.
Integrating large language models into chatbot technology stacks can improve conversational experiences.
There is a growing recognition of the need for governance and responsible AI, but more action is needed to operationalize it.
Effective AI regulation and compliance require ongoing education and integration of responsible AI practices within organizations.
Responsible AI governance involves diverse stakeholders and should be part of onboarding and training processes.
Responsible AI requires a human-centric approach and should be an extension of existing data protection and cybersecurity processes.
Transparency is crucial when using conversational AI to ensure ethical practices and manage user expectations.
Automation in screening processes can help alleviate capacity issues and improve the candidate experience.
Designing for a better candidate experience can lead to better outcomes for all parties involved in talent acquisition.
Combining systems thinking and design thinking creates a hybrid approach that enhances both process efficiency and candidate experience.
AIQ is not just about technical skills, but also about mindset, adaptability, and readiness to embrace AI as a standard part of life.

Chapters
**00:00** Introduction and Background
**01:13** The Evolution of Chatbots and Conversational AI
**09:17** Navigating AI Regulation and Compliance
**19:18** Educating Employees on AI Ethics and Compliance
**25:47** Moving Towards Operationalizing Responsible AI
**28:24** The Use of AI in Candidate Engagement
**34:52** Ethics of AI in Recruitment
**38:16** Automation in Screening Processes
**41:55** Designing for a Better Candidate Experience
**47:20** Thinking both Tactically and Strategically in Talent Acquisition
**52:29** Embracing AI as a Standard Part of Life

PPLBOTS: https://www.pplbots.com/
Martyn Redstone: https://www.linkedin.com/in/mredstone/
H.A.I.R. - AI in HR Community: https://nas.io/hair
52 min
August 06, 2024Ep 7: Building More Dynamic and Comprehensive Candidate Profiles with Dina Bay
Dina Bay from PitchMe discusses the challenges in talent acquisition and the need for a more effective way to match candidates with job opportunities. She explains how PitchMe is addressing the problem of resume imperfection and the limitations of traditional hiring processes by building an AI-powered real-time professional profile using digital footprints. Dina also highlights the importance of measuring performance and process metrics in talent acquisition and the need for organizations to adopt technology to improve efficiency. She emphasizes the need for responsible AI and the importance of evaluating the boundaries of AI usage in personal and professional life.

In this episode we look at:
talent acquisition, resume imperfection, AI-powered profile, digital footprints, performance metrics, process metrics, technology adoption, and responsible AI.

Key Takeaways
Traditional hiring methods struggle with resume imperfection and static professional profiles.
PitchMe’s AI-powered real-time profiles, built from digital footprints, offer a solution to these hiring challenges.
Measuring performance and process metrics is essential for improving talent acquisition efficiency.
Organizations must embrace new technology to stay ahead in the evolving tech landscape.
Responsible AI usage involves carefully evaluating its impact on personal and professional boundaries.
Sound Bites
"We struggled to employ relevant people when I was already working in oil and gas."
"We bring in non-conventional data sources that would have been overlooked otherwise."
"Time to fill and time to hire are not just about efficiency, it's about reducing the revolving door."

Chapters
00:00 Introduction and Background of PitchMe
04:00 Challenges in Talent Acquisition and Resume Imperfection
08:55 The Importance of Measuring Performance and Process Metrics
14:32 Navigating the Endless Tech Landscape in Talent Acquisition
23:23 Building an AI-Powered Real-Time Professional Profile
33:04 Responsible AI Usage: Evaluating Boundaries in Personal and Professional Life
43:10 Elevate Your AIQ: Improving AI Literacy and Proficiency

PitchMe: https://pitchme.co/
42 min
August 01, 2024Ep 6: Assessment Validity and AI to Find Hidden Potential with Dr. Harold Goldstein and Arthur Tisi
Bob speaks with Arthur Tisi and Dr. Harold Goldstein about AI and assessments in the workplace. They discuss the use of personality tests, the limitations of social media data, and the importance of using multiple data sources to gain a holistic view of individuals. They also emphasize the need for validity in assessments and the connection between behavior and outcomes. The conversation continues with an exploration of AI in talent acquisition, the challenges associated with it, and the importance of ethical considerations and bias mitigation. They discuss the need for organizations to adopt a more holistic and personalized approach to talent acquisition, rather than relying on traditional methods. They emphasize understanding individuals deeply and supporting their development and growth. The potential of AI to enhance various aspects of business operations, such as sales effectiveness, talent management, and decision-making, is also highlighted. The conversation concludes with advice for upskilling and leveraging AI in career development.

AI, personality assessments, social media data, data sources, validity, behavior, outcomes, music, talent acquisition, explicit data, implicit data, bias, assessments, test prep, passive candidates, active candidates, strategic workforce planning, sports analytics, organizational development, urgency, human capital, AI potential, talent management, decision-making, employee potential, upskilling, career development.
Key Takeaways
Personality tests can provide insights into individuals' capabilities and behaviors in the workplace, but they should not be the sole method of assessment.
Using multiple data sources, both internal and external, can help create a more complete picture of individuals' talents and behaviors.
The validity of assessments is crucial, as they should be connected to actual behavior and outcomes in the workplace.
The intersection of AI and personality assessments offers the potential for deep insights into individuals' personalities and behaviors.
Ethical considerations arise when using AI in assessments, and biases can be a concern.
Organizations should have a sense of urgency and think in-depth about their talent, providing support for development and growth.
AI has the potential to enhance various aspects of business operations, such as sales effectiveness and talent management.
Before seeking external talent, organizations should optimize the potential of their existing employees.
Intellectual curiosity and interdisciplinary collaboration are key to leveraging AI and enhancing AIQ.
Individuals should focus on upskilling and embracing AI to stay relevant in their careers.
Sound Bites
"You want to augment that with additional ways of measuring individual talent and then look for convergence."
"We have much stronger correlations based on what we refer to as validity."
"Invest a little bit more and move people around."
"Truly use AI to create an optimal team."
Chapters
00:00 Introduction and Background of the Guests
03:00 The Role of Personality Tests in the Workplace
06:04 The Importance of Multiple Data Sources in Assessments
08:54 The Need for Validity in Assessments
12:09 Exploring the Intersection of AI and Personality Assessments
15:11 The Role of AI in Talent Acquisition
17:16 Balancing Explicit and Implicit Data in Assessments
24:34 Ethical Considerations and Biases in AI Assessments
31:20 Moving Towards a Holistic Approach to Talent Acquisition
47:26 The Need for Urgency in Talent Acquisition
53:44 Lessons from Sports Analytics for Strategic Workforce Planning
58:29 Unlocking the Potential of AI
59:47 Optimizing Existing Talent
01:04:52 Intellectual Curiosity and Collaboration
01:07:38 Elevating Your AIQ: Upskilling and Career Development

Hunova: https://hunova.com

For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
1 hr 16 min
July 30, 2024Ep 5: Empowering Leadership for the Future of Work with Wagner Denuzzo
Bob Pulver and Wagner Denuzzo discuss the importance of the right skills and mindsets to drive the future of work. They reflect on their experience working with millennials and the impact of programs that empower young leaders. They also explore the transition to the future of work and the role of AI in organizations. They discuss the learning curve of generative AI and the importance of upskilling and reskilling. They emphasize the need for organizations to enable individuals to explore and take ownership of their careers. They also highlight the value of attributes and durable skills in the age of AI. The conversation explores the concept of AIQ (Artificial Intelligence Quotient) and its impact on leadership and organizational success.
Key themes discussed, which are covered in much more depth in Wagner's new book, include cognitive mastery, adaptive resilience, reciprocity alignment, digital fluency, and sense-making (CARDS). The conversation also touches on the need for HR to embrace short-term talent strategies and become a business capability partner. The importance of responsible AI usage, collective intelligence, and the role of curiosity and open-source consciousness in navigating the AI landscape are also highlighted.

future of work, millennials, leadership, transformation, generative AI, upskilling, reskilling, attributes, durable skills, cognitive mastery, adaptive resilience, reciprocity alignment, digital fluency, sense-making, short-term talent strategies, HR, responsible AI usage, collective intelligence, curiosity, and open-source consciousness.

Key Takeaways
Programs that empower current and future leaders and change agents can have a significant impact on the future of work.
The transition to the future of work requires adaptability and the ability to navigate through transitions.
Upskilling and reskilling in AI is a matter of courage, curiosity, and exploration.
Efficiency should not overshadow effectiveness and the importance of collective value creation.
Assessing talent should go beyond skills and focus on attributes and durable skills.
AI can automate tasks, but human capabilities such as cognitive mastery and emotional intelligence are essential for success.
Adaptive resilience requires maturity and the ability to be flexible and open to change.
Reciprocity alignment involves understanding the needs of others and aligning behaviors accordingly.
Digital fluency is crucial for success in the modern world.
Sense-making involves understanding the context and patterns in an organization.
HR needs to embrace short-term talent strategies and become a business capability partner.
Responsible AI usage requires personal values and fostering collective consciousness.
Collective intelligence is resurfacing as an important topic in the age of AI.
Curiosity, courage and conviction are important in navigating the AI landscape.

Chapters
00:00 Introduction and Empowering Young Leaders
04:48 Transition to the Future of Work
08:11 Upskilling and Reskilling in AI
11:22 Balancing Efficiency and Effectiveness
27:18 The Role of Human Capabilities
29:32 Cognitive Mastery
31:22 Digital Fluency
33:21 Embracing Short-Term Talent Strategies
37:32 Responsible AI Usage
43:46 Collective Intelligence

Wagner Denuzzo: https://www.linkedin.com/in/wagnerdenuzzo/
"Leading to Succeed: Essential Skills for the New Workplace": https://a.co/d/2xi1Wnq

For advisory work and marketing inquiries:
Bob Pulver: https://linkedin.com/in/bobpulver
Elevate Your AIQ: https://elevateyouraiq.com
51 min
July 24, 2024Ep 4: A Human-Centric Approach to Redefining Work with Stela Lupushor
Entrepreneur, author, professor and people analytics community leader Stela Lupushor discusses the readiness of organizations to navigate the AI-driven transformation. Stela and Bob explore the challenges and opportunities of integrating AI into the workplace and the importance of a human-centric approach. They also touch on the need to redefine work and the value exchange between organizations and individuals. The conversation highlights the role of AI in moving people to higher-value activities and the potential for AI to enhance decision-making and decision support in domains like HR. They discuss the limitations of traditional people analytics and the potential of generative AI. It emphasizes the need to focus on business questions and outcomes rather than just HR-specific measurements when building a business case. The discussion also highlights the importance of redefining work, workforce, workplace, and worth in the context of the evolving workforce ecosystem. Stela emphasizes the need for individuals to take ownership of their careers and upskill themselves in AI to navigate the impending transformation.

In this episode, we look at AI-driven transformation, organizational readiness, human-centric approach, redefining work, value exchange, higher-value activities, decision-making, decision support, HR analytics, people analytics, generative AI, business questions, outcomes, work, workforce, workplace, worth, career development, and upskilling.

Key Takeaways
Organizations need to adopt a human-centric approach when integrating AI into the workplace.
The readiness of organizations to navigate the AI-driven transformation is crucial for success.
Redefining work and the value exchange between organizations and individuals is necessary in the AI era.
AI can enable individuals to focus on higher-value activities and enhance decision-making and decision support in domains like HR.
Traditional people analytics is limited in its value and adoption, and there is a need to focus on business questions and outcomes.
Redefining work, workforce, workplace, and worth is crucial in the evolving workforce ecosystem.
Individuals need to take ownership of their careers and upskill themselves in AI to navigate the transformation.
Exploring generative AI tools like ChatGPT 3.5 can help individuals understand its capabilities and possibilities.
Building a community of curious partners and staying updated on the latest innovations in AI can inspire and enable upskilling.

Chapters
00:00 Introduction and Background
02:57 Organizational Readiness for the AI-Driven Transformation
10:33 Challenges in Deploying AI in Organizations
20:32 Moving Towards Higher-Value Activities with AI
23:56 Human-Centricity in Organizational Change
30:41 Enhancing Decision-Making and Decision Support with AI
32:14 The Limitations of Traditional People Analytics
33:12 The Potential of Generative AI
34:35 Expanding Beyond HR and People Data
37:18 Focusing on Business Problems
48:27 Redefining Work, Workforce, Workplace, and Worth
53:02 Taking Ownership of Career Development
57:36 Exploring the Potential of AI
59:41 Building a Community of Curious Learners

Reframe.Work: https://www.reframe.work/
Humans at Work: https://www.amazon.com/Humans-Work-Practice-Creating-Workplace/dp/1398604232
57 min
July 24, 2024Ep 3: Opportunities and Challenges of AI in HR with Kyle Lagunas
Bob Pulver chats with Kyle Lagunas from Aptitude Research about the state of AI in HR. They discuss the evolution of talent and HR technologies, the challenges of responsible AI, and the need for HR professionals to upskill themselves in this area. They also explore the impact of AI on job displacement and the importance of understanding AI technologies and their implications. The conversation explores the importance of trust in implementing AI in HR and the need for collaboration between HR, IT, and data teams. It emphasizes the need for HR to view AI as a toolkit that works for them, not as something being done to them, and to embrace the opportunity for transformation and evolution. The conversation also touches on the challenges of integrating different AI interfaces and the importance of community and sharing best practices.

In this episode, we look at AI in HR, talent and HR technologies, responsible AI, AIQ, job displacement, understanding AI technologies, trust, collaboration, HR transformation, evolution, integration, and best practices.

Key Takeaways
AI is a cornerstone of modern HR operations and it is essential for HR professionals to increase their AI literacy.
The conversation around AI in HR has shifted to include responsible and ethical AI, as AI systems can now interact without prompts or reference libraries.
There is a need to balance the adoption of AI technologies with the potential risks and concerns, such as bias and job displacement.
HR professionals should focus on foundational work, such as automation and intelligent automation, to improve employee experiences and drive better integration across systems.
The entire HR organization needs to be literate in AI technologies and understand the difference between RPA, NLP, machine learning, and knowledge graphs.
Trust is crucial in implementing AI in HR, and HR should view AI as a tool that works for them, not against them.
Collaboration between HR, IT, and data teams is essential for successful AI implementation.
AI has the potential to catalyze the evolution of HR and expand its value proposition.
HR needs to be informed and have an informed perspective on solutioning for AI.
Baseline literacy in AI is important to avoid falling into the trap of shiny object syndrome or being overly cynical.
Community and sharing best practices can help HR navigate the AI landscape.

Chapters
00:00 Introduction and Background
03:23 The Shift to Responsible AI
06:34 Balancing Adoption and Risks
09:31 Automation and Intelligent Automation
13:58 The Need for AI Literacy in HR
26:03 Lack of Trust between Workforce and HR
27:02 Collaboration and the Divide between HR and Workforce
27:59 AI as a Cultural and Human Experience Moment
29:23 Experimentation and Playing with AI
30:11 The Power and Potential of AI in HR

Aptitude Research: https://www.aptituderesearch.com/about-aptitude-research/
50 min
July 24, 2024Ep 2: Unlocking Potential Across Talent Pools with Edie Goldberg
Edie Goldberg, a future of work expert and author, discusses the concept of talent marketplaces and the importance of skills-based hiring. She explains how talent marketplaces can create equal opportunities for employees based on their skills, rather than their connections. Goldberg emphasizes the need for companies to implement systems and processes that facilitate diversity, equity, and inclusion. She also highlights the value of skills assessments and the untapped potential in talent pools. Goldberg advocates for a shift away from traditional job descriptions and towards a focus on skills and adaptability. In this conversation, Edie Goldberg and Bob Pulver discuss the importance of expanding the talent pool and breaking down traditional work structures to enhance the employee experience. They explore the challenges of implementing an internal talent marketplace and the ownership of talent acquisition and contingent labor. They also discuss the need for organizations to develop a holistic talent ecosystem strategy and the role of AI in elevating AIQ (AI Quotient). They emphasize the importance of being curious, experimenting with AI tools, and using AI to improve decision-making and remove administrative tasks.

In this episode, we look at talent marketplaces, skills-based hiring, equal opportunities, diversity, equity, inclusion, skills assessments, talent pools, adaptability, talent acquisition, contingent labor, AIQ, AI tools, and decision-making.

Key Takeaways
Talent marketplaces create equal opportunities for employees based on their skills, rather than their connections.
Companies need to implement systems and processes that facilitate diversity, equity, and inclusion.
Skills assessments and talent assessments should carry significant weight in hiring and talent management.
There is untapped potential in talent pools, and skills-based hiring can help access a broader and more diverse pool of talent.
Traditional job descriptions should be replaced with a focus on skills and adaptability.
To address talent shortages, companies need to cast a wider net and gain access to a broader pool of talent.
Breaking down traditional work structures and expanding the talent pool can enhance the employee experience and improve culture.
Ownership of the internal talent marketplace is a challenge, with talent acquisition, talent management, and other departments involved.
Companies should develop a holistic talent ecosystem strategy and work together to manage the entire talent ecosystem.
Elevating AIQ involves being curious, experimenting with AI tools, and using AI to improve decision-making and remove administrative tasks.

Chapters
00:00 Introduction and Edie Goldberg's Background
02:43 The Inspiration for 'Inside Gig' and the Concept of Talent Marketplaces
09:08 The Challenges of Implementing Talent Marketplaces
12:24 Skills-First Hiring and the Importance of Assessments
21:07 Talent Marketplaces as Equal Opportunity Platforms
23:32 Skills-Based Hiring and Accessing a Broader Talent Pool
25:23 Shifting Focus from Job Descriptions to Skills and Adaptability
30:00 Developing a Holistic Talent Ecosystem Strategy
41:00 Being Curious and Experimenting with AI Tools

E.L. Goldberg & Associates: https://www.elgoldberg.com/
The Inside Gig: https://www.amazon.com/Inside-Gig-Boundaries-Unleashes-Organizational/dp/1928055605
55 min
July 24, 2024Ep 1: Modernizing the Talent Lifecycle with Chad Sowash
Bob Pulver and Chad Sowash discuss various topics related to talent acquisition, technology, and AI. They emphasize the importance of falling in love with the problem rather than the solution and highlight the need for universal design in AI applications. They also discuss the metrics that talent teams should focus on, such as revenue impact and attrition rates, rather than traditional metrics like time to hire and cost per hire. The conversation touches on the challenges of AI literacy and responsible AI implementation.
AI literacy and the use of generative AI are important skills for individuals and organizations. It is not necessary to have a technical background to understand and use generative AI, as it is approachable and can coach users while they are using it. It is important to start playing with AI tools and experimenting with them to learn and share best practices. AI will not take jobs, but those who understand AI will be the ones to thrive. Organizations need to focus on AI readiness and education, and leaders need to evolve with the times.
In this episode, we look at talent acquisition, technology, AI, universal design, revenue impact, AI literacy, generative AI, experimentation, and leadership.
Key Takeaways
Focus on falling in love with the problem rather than the solution.
Implement universal design principles to benefit all users.
Shift the focus of metrics from traditional ones like time to hire to revenue impact and attrition rates.
Address the challenges of AI literacy and responsible AI implementation.
AI literacy is important for individuals and organizations, and generative AI is approachable and can be used without a technical background.
Experimenting with AI tools and sharing best practices is crucial for learning and staying ahead in the field.
AI will not take jobs, but those who understand and leverage AI will have a competitive advantage.
Organizations need to focus on AI readiness and education, and leaders need to evolve with the changing landscape.
Chapters
00:00 Introducing Chad
01:11 Discussing Background and Experience
06:13 Balancing Multiple Roles and Responsibilities
09:09 The Importance of Critical Thinking in AI
10:06 The Expectations and Limitations of AI
12:16 Designing for Accessibility and Universal Design
13:09 The Role of AI in Resume Writing and Job Applications
15:34 Avoiding Shiny Object Syndrome in AI Adoption
18:39 Designing Different Paths in the Talent Acquisition Process
20:57 The Value of Universal Design and Building for All Users
22:25 Reevaluating Metrics in Talent Acquisition
23:55 The Pitfalls of Individual Productivity Metrics
27:58 Shifting the Focus to Metrics that Impact the Bottom Line
28:35 AI Literacy and Generative AI
30:18 Experimentation and Sharing Best Practices
31:23 AI Will Not Take Jobs, but Understanding AI is Key
39:40 The Need for AI Readiness and Evolving Leadership

The Chad & Cheese Podcast: https://www.chadcheese.com/
49 min

About Elevate Your AIQ

From the publisher's feed

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…