Podcasts about future of work

Delanie Fischer is sharing some updates and announcements about the podcast including why you can no longer find Self-Helpless on social media, how you can count on the podcast for your commutes, tasks, and bedtime existential crisis even more regularly, and some exciting new features and opportunities. Everything discussed in this episode can be found at www.selfhelplesspodcast.com ---- If Self-Helpless has supported you, a quick 5-star rating or review (if you haven't already) means so much! ⁠https://podcasts.apple.com/us/podcast/self-helpless/id1251196416⁠ Free goodies including The Quote Buffet and The Watch & Read List: ⁠https://www.selfhelplesspodcast.com/⁠ Ad-free episodes (audio & video) now available on ⁠Patreon: https://www.patreon.com/selfhelpless⁠ Your Host, Delanie Fischer:⁠ https://www.delaniefischer.com⁠ ---- Episodes related to this topic: "Subscriber Stories" Submissions (Instructions, Tips, and More): https://www.delaniefischer.com/selfhelplesspodcast/episode/238bc48c/subscriber-stories-submissions-now-open-instructions-tips-and-more Breakup Recovery, Toxic Behavior, and Relationship Lessons with Em Schulz & Delanie Fischer: https://www.delaniefischer.com/selfhelplesspodcast/episode/330eb6cf/breakup-recovery-toxic-behavior-and-relationship-lessons-with-em-schulz-and-delanie-fischer The Future of Mental Health and Medicine: Psychedelic Therapy, Technology, and Ancient Healing with Dr. Dave Rabin: https://www.delaniefischer.com/selfhelplesspodcast/episode/f08920eb/the-future-of-mental-health-and-medicine-psychedelic-therapy-technology-and-ancient-healing-with-dr-dave-rabin AI, Robotics, and The Future of Work and Life with Dr. Catie Cuan: https://www.delaniefischer.com/selfhelplesspodcast/episode/2458ba1f/ai-robotics-and-the-future-of-work-and-life-with-dr-catie-cuan Making World History with Cattle Rancher Turned Sanctuary Founder, Renee King-Sonnen; https://www.delaniefischer.com/selfhelplesspodcast/episode/23a747f0/making-world-history-with-cattle-rancher-turned-sanctuary-founder-renee-king-sonnen Learn more about your ad choices. Visit megaphone.fm/adchoices

AI is tearing through corporate America — and this time, it's coming for white-collar jobs. Tens of thousands of office workers are being laid off as automation and efficiency pressures reshape how companies operate. Amazon's latest restructuring shows that the era of middle management may be ending, while new data reveals why strong employee experience is the single biggest factor keeping talent from walking out the door. Meanwhile, JPMorgan CEO Jamie Dimon doubles down on the return to office, arguing that mentorship and innovation depend on proximity. Yet, as companies slash management layers to cut costs, research from HR Dive warns productivity and culture are taking a hit. And in the background, a new hiring trend is emerging — one where skills matter more than age, giving older workers a second act in the modern workplace. Across these stories, a clear signal emerges: the future of work is being rebuilt in real time — flatter, faster, and more human than before.

Sustained AI innovation thrives when businesses invest time, tools, and support to empower experimentation—transforming curiosity into scalable impact and positioning organizations to lead in an evolving, Gen AI–driven future. That's the key take-away message of this episode of the Wise Decision Maker Show, which describes how resources ignite Gen AI innovation.This article forms the basis for this episode: https://disasteravoidanceexperts.com/resources-ignite-gen-ai-innovation/

Ridge scaled to $5M in revenue per employee using AI. CEO Sean Frank shares his tips on harnessing the power of AI to grow revenue. Subscribe and watch Shopify Masters on YouTube!Sign up for your FREE Shopify Trial here.

In this episode of the HR Mixtape, host Shari Simpson sits down with Steve Cadigan, LinkedIn's first Chief HR Officer and founder of Cadigan Talent Ventures. They delve into the evolving landscape of the modern workforce, focusing on the shift from traditional job security to career security. This conversation is particularly timely as organizations face rapid changes driven by digital transformation and the need for agile talent strategies. Steve emphasizes the importance of fostering a culture of continuous learning and adaptability, making this episode a must-listen for HR professionals navigating today's challenges. Learn how to shift your focus from employee retention to career development. Discover why fostering a culture of learning can enhance employee loyalty. Explore strategies for building partnerships with educational institutions to future-proof your talent pipeline. Hit “Play” to gain insights that can transform your HR approach! Guest(s): Steve Cadigan, Author, Future of Work expert, LinkedIn's first CHRO, Cadigan Talent Ventures

Alfred University President Mark Zupan says it's a mistake to attack higher education. He writes, “A century ago, it would have been folly to invest in an outdated agricultural economy at the expense of the then-roaring manufacturing sector. It's just as foolhardy today to attempt to resuscitate a manufacturing sector that's been in decline for half a century when knowledge-based services power today's global economy and the labor market is undergoing dramatic changes brought on by advanced technology, artificial intelligence and automation.” We discuss how Zupan sees the future of work and universities' role in that equation. Our guest:Mark Zupan, president of Alfred University---Connections is supported by listeners like you. Head to our donation page to become a WXXI member today, support the show, and help us close the gap created by the rescission of federal funding.---Connections airs every weekday from noon-2 p.m. Join the conversation with questions or comments by phone at 1-844-295-TALK (8255) or 585-263-9994, email, Facebook or Twitter. Connections is also livestreamed on the WXXI News YouTube channel each day. You can watch live or access previous episodes here.---Do you have a story that needs to be shared? Pitch your story to Connections.

Shoot us a Text.Episode #1181: Today we're talking about an EV market hitting the brakes post–tax credit, why most electric drivers are just fine charging at home, and Amazon's billion-dollar bet on future jobs—while cutting tens of thousands of its own.Show Notes with links:The EV market is undergoing a “recalibration” following the end of the federal $7,500 tax credit. J.D. Power says October electric vehicle deliveries are expected to drop 43% from last year, taking EV market share from 8.5% down to just 5.2%.The September “last call” for the credit pushed EV share to nearly 13%, creating a hangover in October sales.Gasoline models now account for nearly 80% of retail sales, while hybrids jumped two full points to 14%J.D. Power's Tyson Jominy. “The recent EV market correction underscores a critical lesson: Consumers prefer having access to a range of powertrain options.”Do you imagine EV drivers are circling parking lots hunting for chargers? Think again. About 80% of all EV charging happens right at home — quietly, conveniently, and far cheaper than fueling up at a gas pump.The International Energy Agency reports 83% of EV charging in the U.S. and 80% in Canada happens at home.J.D. Power's EV Experience Study shows drivers rate home charging satisfaction at 85/100 versus just 50/100 for public chargers.“Home charging remains the single biggest advantage of owning an EV,” said Brent Gruber, executive director of EV practice at J.D. Power.Amazon is sending a mixed message to the labor market this week. The tech giant is investing billions to train millions for the “future of work” — while preparing to lay off tens of thousands of its own.The company launched Future Ready 2030, a $2.5 billion initiative aimed at training 50 million employees, students, and job seekers worldwide.At the same time, Amazon is reportedly cutting up to 30,000 corporate jobs, about 10% of its white-collar workforce — its largest round of layoffs since 2022.“Whether someone dreams of working at Amazon, works here now, or has moved on to their next chapter, our goal is the same: helping them have access to the education and training needed to thrive in whatever comes next,” said Beth Galetti, Amazon's SVP of People Experience and Technology.0:00 Intro with Paul J Daly and Kyle Mountsier0:15 Paul's hat from Kazakhstan2:05 Upcoming ASOTU Edge Webinar with foureyes on Nov. 53:00 EV Market Hits Recalibration in October6:17 83% of American EV Drivers Charge At Home9:42 Amazon Invests $2.5B In Training, Cuts 30K White-Collar JobsJoin Paul J Daly and Kyle Mountsier every morning for the Automotive State of the Union podcast as they connect the dots across car dealerships, retail trends, emerging tech like AI, and cultural shifts—bringing clarity, speed, and people-first insight to automotive leaders navigating a rapidly changing industry.Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/

Many of you are already using AI tools in your studies, careers, or job searches — but how do you make sure you're using them wisely?In this episode of Energy Sector Heroes, I speak with Vered Shwartz, Assistant Professor of Computer Science at the University of British Columbia and a specialist in natural language processing. We explore how AI is reshaping recruitment, interviews, and professional development — and what skills humans still need to bring to the table.Here are three actionable takeaways you can apply straight away:

Even though 40% of young people would prefer to be self-employed, the reality does not match their aspirations. If young people were as active in entrepreneurship as 30- to 49-year-old men, there would be an additional 3.6 million more young entrepreneurs across OECD countries. This episode of OECD podcast features Joni Rakipi from ETH Zürich and is hosted by Shayne MacLachlan from the CFE. Joni, originally from Albania and now based in Zürich, explains deeptech as solving complex problems through scientific breakthroughs, emphasising its long-term impact. He highlights barriers young entrepreneurs face, such as limited access for foreign nationals and regulatory hurdles, advocating for open doors and deregulation to foster innovation. The episode encourages young entrepreneurs and policymakers to engage with these insights. Tune in to hear from a young entrepreneur, in his own words. As Public Affairs and Communications Manager, Shayne MacLachlan engages with policy issues concerning SMEs, tourism, culture, regions and cities to name a few. He has worked on a number of OECD campaigns including “Going Digital”, "Climate Action" and "I am the future of work". Joni Rakipi holds a Bachelor of Science (B.Sc.) in Mechanical Engineering from the Karlsruhe Institute of Technology (KIT) and a Master of Science (M.Sc.) in Management, Technology & Economics (METC) from ETH Zürich. He currently holds the role of Investor Connect Program Manager at ETH Zürich; an initiative of ETH Entrepreneurship aimed at connecting investors with spin-offs of ETH Zürich. From 2022 – 2024, he served as President at the ETH Entrepreneur Club. He is heavily involved in the start-up and entrepreneurial ecosystem of Switzerland and other neighbouring countries. To learn more, visit the YEPA hub https://yepa-hub.org/ Find out about the OECD's work on inclusive entrepreneurship https://www.oecd.org/en/topics/inclusive-entrepreneurship.html and the Missing Entrepreneurs 2023 Report https://www.oecd.org/en/publications/the-missing-entrepreneurs-2023_230efc78-en.html To learn more about the OECD, our global reach, and how to join us, go to www.oecd.org/about/ To keep up with latest at the OECD, visit www.oecd.org/ Get the latest OECD content delivered directly to your inbox! Subscribe to our newsletters: www.oecd.org/newsletters

Gen Z workers are rethinking what success looks like, and they're doing it through career minimalism. Instead of engaging in the traditional corporate hustle culture or climbing the corporate ladder, many are seeking work boundaries and self fulfillment. Gen Z worker Jane Tsang shares how lazy girl jobs and multiple income streams fit into this approach. And, Glassdoor's chief economist Daniel Zhao explains what it could mean for the future of work.

In this episode, Gord Frost and Jess Von Bank dive deep into how AI is reshaping Total Rewards and HR, emphasizing that true transformation requires more than just technology—it demands a cultural and leadership mindset shift. They highlight the critical need for robust, well-managed data and strategic alignment with business goals to harness AI's full potential. Listeners will gain practical insights on moving from enhancing existing processes to transforming workforce strategy through AI and automation.https://www.mercer.com/insights/people-strategy/future-of-work/podcast-new-shape-of-work/

In this episode of Transform Work, John Winsor sits down with Professor Joseph Fuller of Harvard Business School. Fuller co-leads HBS's Managing the Future of Work project and co-hosts its podcast, where he engages with business and policy leaders on the forces reshaping work.With decades of experience advising companies, Fuller is recognized as one of today's leading voices on how technology, demographics, and new talent models are transforming the workforce. His research spans critical topics such as skills-based hiring, hidden workers, and the rise of AI and digital teammates.

In this episode, I'm joined by Rashmi Rammohan, Co-founder and COO of FlexiBees, an AI-powered platform connecting experienced women professionals with flexible, on-demand work opportunities across life stages.Rashmi brings over a decade of experience from P&G Asia in consumer insights and digital media, and has played a pivotal role in building FlexiBees' vetting process, go-to-market strategy, and product from the ground up. Her story offers a rare, inside look at what it takes to build an AI-driven company that truly centers women in the workforce. In this conversation, we dive into:The story behind FlexiBees and how AI powers its mission. Why retaining women in the workforce, especially in AI, is criticalThe opportunities and challenges of building an AI-first companyHow to tackle algorithmic bias and gender sensitivity in tech.What does ethics AI mean to you and how does that translate in your services and products?The future of AI + human collaboration  and what it means for women in emerging markets.If you're passionate about the future of work, gender equity in AI, and building tech that uplifts, this episode will inspire you to reimagine what's possible when purpose meets innovation. Newsletter - https://techthrivenewsletter.beehiiv.com/ Disclaimer: This podcast is for informational purposes only. Views expressed are those of the hosts and guests and do not constitute professional, legal, or financial advice, nor endorsements of any company or product mentioned.Listeners are encouraged to do their own research and make informed decisions. ©️2025 TechThrive Ventures. All rights reserved.Flexibees - https://flexibees.comRashmi Rammohan  - https://www.linkedin.com/in/rashmirammohan/--Support the showConnect with us Instagram: ⁠⁠https://www.instagram.com/ctrl.alt.thrive.podcast/⁠⁠ Youtube :⁠⁠⁠ ⁠https://www.youtube.com/@Ctrlaltthrive/videos Connect with Navneet Linkedin : ⁠⁠https://www.linkedin.com/in/navneet-kaur-80109b227/⁠⁠ Instagram : ⁠⁠https://www.instagram.com/nav_neeetkaur/⁠

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Aaron Benanav discusses the first part of his ‘Beyond Capitalism' essay series in the New Left Review. In this part he lays the groundwork for his proposal of a multi-criterial economy. SASE - Society for the Advancement of Socio-Economics: https://sase.org/ SASE Network I: Alternatives to Capitalism (including CfP): https://sase.org/networks/i-alternatives-to-capitalism/     Shownotes Aaron at Cornell University: https://cals.cornell.edu/people/aaron-benanav Aaron's personal website: https://www.aaronbenanav.com/ Access to Aaron's paywalled publications: https://www.aaronbenanav.com/papers Mailing List to join the Movement for Multi-Dimensional Economics: https://docs.google.com/forms/d/e/1FAIpQLSeUF7MZ2jQJXY_wHKn5xSIo-_L0tkMO-SG079sa5lGhRJTgqg/viewform Benanav, A. (2025). Beyond Capitalism—1. New Left Review, Issue 153, 65–128. https://newleftreview.org/issues/ii153/articles/aaron-benanav-beyond-capitalism-1 Benanav, A. (2025). Beyond Capitalism—2. New Left Review, Issue 154, 97–143. https://newleftreview.org/issues/ii154/articles/aaron-benanav-beyond-capitalism-2 Benanv, A. (2020). Automation and the Future of Work. Verso. https://www.versobooks.com/products/2682-automation-and-the-future-of-work on economic stagnation, see especially chapter 3, “In the Shadow of Stagnation”. on Marx's concept of the Value-Form: https://www.marxists.org/archive/marx/works/1867-c1/appendix.htm Moore, J.W. & Patel, R. (2020). A History of the World in Seven Cheap Things. A Guide to Capitalism, Nature, and the Future of the Planet. Verso. https://www.versobooks.com/products/817-a-history-of-the-world-in-seven-cheap-things on the abstract domination of capitalism: Postone, M. (1993). Time, Labor and Social Domination. A Reinterpretation of Marx's Critical Theory. Cambridge University Press. https://files.libcom.org/files/Moishe%20Postone%20-%20Time,%20Labor,%20and%20Social%20Domination.pdf Mau, S. (2023). Mute Compulsion. A Marxist Theory of the Economic Power of Capital. Verso. https://www.versobooks.com/products/2759-mute-compulsion Leipold, B. (2024). Citizen Marx. Republicanism and the Formation of Karl Marx's Social and Political Thought. Princeton University Press. https://press.princeton.edu/books/hardcover/9780691205236/citizen-marx on GDP (Gross Domestic Product): https://en.wikipedia.org/wiki/Gross_domestic_product on the Five-Year Plans in the Soviet Union: https://en.wikipedia.org/wiki/Five-year_plans_of_the_Soviet_Union Katsenelinboigen, A. (1977). Coloured Markets in the Soviet Union. Soviet Studies. Vol. 29, No.1. 62-85. https://www.jstor.org/stable/150728 Uvalić, M. (2018). The Rise and Fall of Market Socialism in Yugoslavia. https://www.researchgate.net/publication/331223694_The_Rise_and_Fall_of_Market_Socialism_in_Yugoslavia on Friedrich Hayek: https://en.wikipedia.org/wiki/Friedrich_Hayek Hayek, F. A. (1945). The Use of Knowledge in Society. The American Economic Review, 35(4), 519–530. https://www.jstor.org/stable/1809376 on the Pareto Optimum: https://en.wikipedia.org/wiki/Pareto_efficiency on Rational Choice Theory: https://en.wikipedia.org/wiki/Rational_choice_model on Behavioral Economics: https://en.wikipedia.org/wiki/Behavioral_economics on Otto Neurath: https://en.wikipedia.org/wiki/Otto_Neurath on Neurath's technocratic tendencies: https://jacobin.com/2023/02/technocratic-socialism-otto-neurath-utopianism-capitalism on Joseph Raz: https://en.wikipedia.org/wiki/Joseph_Raz on Utilitarianism: https://en.wikipedia.org/wiki/Utilitarianism on the Capability Approach by Amartya Sen and Martha Nussbaum: https://en.wikipedia.org/wiki/Capability_approach on the Human Development Index (HDI): https://hdr.undp.org/data-center/human-development-index#/indicies/HDI on the Sustainability Development Goals (SDGs): https://sdgs.un.org/goals on Multi-Objective Optimization: https://en.wikipedia.org/wiki/Multi-objective_optimization Saros, D. E. (2014). Information Technology and Socialist Construction. The End of Capital and the Transition to Socialism. Routledge. https://www.routledge.com/Information-Technology-and-Socialist-Construction-The-End-of-Capital-and-the-Transition-to-Socialism/Saros/p/book/9780415742924 on Neoclassical Economics: https://en.wikipedia.org/wiki/Neoclassical_economics on Citizen Assemblies and Sortition: https://www.sortitionfoundation.org/ on John Stuart Mill: https://en.wikipedia.org/wiki/John_Stuart_Mill Mill, J. S. (2011). On Liberty. Cambridge University Press. https://www.cambridge.org/core/books/on-liberty/62EC27F1E66E2BCBA29DDCD5294B3DE0 McCabe, H. (2021). John Stuart Mill, Socialist. McGill-Queen's University Press. https://www.mqup.ca/john-stuart-mill--socialist-products-9780228005742.php on Degrowth: https://degrowth.info/ on Nick Land and Right Accelerationism: https://youtu.be/lrOVKHg_PJQ?si=Q4oFbaM1p4fhcWP0 on Left Accelerationism: https://criticallegalthinking.com/2013/05/14/accelerate-manifesto-for-an-accelerationist-politics/ Devine, P. (2002). Participatory Planning through Negotiated Coordination. Science & Society, Vol. 66, No. 1, 72-85. https://guilfordjournals.com/doi/abs/10.1521/siso.66.1.72.21001?journalCode=siso on Oskar R. Lange: https://en.wikipedia.org/wiki/Oskar_R._Lange on Lange's neoclassical approach to Socialism: https://jacobin.com/2022/10/oskar-lange-neoclassical-marxism-limits-of-capitalism-economic-theory Kowalik, T. (1990). Lange-Lerner Mechanism. In: Eatwell, J., Milgate, M., Newman, P. (eds). Problems of the Planned Economy. Palgrave Macmillan. https://link.springer.com/chapter/10.1007/978-1-349-20863-0_21 on Joseph Schumpeters concept of Creative Destruction: https://en.wikipedia.org/wiki/Creative_destruction Shaikh, A. (2016). Capitalism. Competition, Conflict, Crises. Oxford Academic. https://academic.oup.com/book/1464 Kornai, J. (1980). “Hard” and “Soft” Budget Constraint. Acta Oeconomica, 25(3/4), 231–245. https://www.jstor.org/stable/40728773 on the Cobb-Douglas Production Function: https://en.wikipedia.org/wiki/Cobb%E2%80%93Douglas_production_function on Adam Smith: https://en.wikipedia.org/wiki/Adam_Smith Lutosch, H. (2025). Embracing the Small Stuff. Caring for Children in a Liberated Society. In: Groos, J., & Sorg, C. (Eds.). (2025). Creative Construction. Democratic Planning in the 21st Century and Beyond. Bristol University Press. https://bristoluniversitypress.co.uk/creative-construction Hahnel, R. (2021). Democratic Economic Planning. Routledge. https://www.routledge.com/Democratic-Economic-Planning/Hahnel/p/book/9781032003320 Cockshott, P. & Cottrell, A. (1993). Towards a New Socialism. Spokesman. https://users.wfu.edu/cottrell/socialism_book/new_socialism.pdf on Universal Basic Services (UBS): https://en.wikipedia.org/wiki/Universal_basic_services https://autonomy.work/ubs-hub/ Fraser, N. & Sorg, C. (2025). Socialism, Planning and the Relativity of Dirt. In: Groos, J., & Sorg, C. (Eds.). (2025). Creative Construction. Democratic Planning in the 21st Century and Beyond. Bristol University Press. https://bristoluniversitypress.co.uk/creative-construction on Milton Friedman: https://en.wikipedia.org/wiki/Milton_Friedman on John Maynard Keynes: https://en.wikipedia.org/wiki/John_Maynard_Keynes Aaron on what to learn from radical Keynesianism for a transitionary Program: Benanav, A. & Henwood, D. (2025). Behind the News. Beyond the Capitalist Economy w/ Aaron Benanav. https://open.spotify.com/episode/2diIiFkkM4x7MoZhi9e0tx on Socializing Finance: McCarthy, M. A. (2025). The Master's Tools. How Finance Wrecked Democracy (And a Radical Plan to Rebuild It). Verso. https://www.versobooks.com/products/755-the-master-s-tools Future Histories Episodes on Related Topics S3E47 | Jason W. Moore on Socialism in the Web of Life https://www.futurehistories.today/episoden-blog/s03/e47-jason-w-moore-on-socialism-in-the-web-of-life/ S03E29 | Nancy Fraser on Alternatives to Capitalism https://www.futurehistories.today/episoden-blog/s03/e29-nancy-fraser-on-alternatives-to-capitalism/ S03E04 | Tim Platenkamp on Republican Socialism, General Planning and Parametric Control https://www.futurehistories.today/episoden-blog/s03/e04-tim-platenkamp-on-republican-socialism-general-planning-and-parametric-control/ S02E33 | Pat Devine on Negotiated Coordination https://www.futurehistories.today/episoden-blog/s02/e33-pat-devine-on-negotiated-coordination/ S03E10 | Aaron Benanav on Associational Socialism and Democratic Planning https://www.futurehistories.today/episoden-blog/s02/e10-aaron-benanav-on-associational-socialism-and-democratic-planning/ S01E32 | Daniel E. Saros on Digital Socialism and the Abolition of Capital (Part 2) https://www.futurehistories.today/episoden-blog/s01/e32-daniel-e-saros-on-digital-socialism-and-the-abolition-of-capital-part-2/ S02E31 | Daniel E. Saros on Digital Socialism and the Abolition of Capital (Part 1) https://www.futurehistories.today/episoden-blog/s01/e31-daniel-e-saros-on-digital-socialism-and-the-abolition-of-capital-part-1/ --- If you are interested in democratic economic planning, these resources might be of help: Democratic planning – an information website https://www.democratic-planning.com/ Sorg, C. & Groos, J. (eds.)(2025). Rethinking Economic Planning. Competition & Change Special Issue Volume 29 Issue 1. https://journals.sagepub.com/toc/ccha/29/1 Groos, J. & Sorg, C. (2025). Creative Construction - Democratic Planning in the 21st Century and Beyond. Bristol University Press. [for a review copy, please contact: amber.lanfranchi[at]bristol.ac.uk] https://bristoluniversitypress.co.uk/creative-construction International Network for Democratic Economic Planning https://www.indep.network/ Democratic Planning Research Platform: https://www.planningresearch.net/ --- Future Histories Contact & Support If you like Future Histories, please consider supporting us on Patreon: https://www.patreon.com/join/FutureHistories Contact: office@futurehistories.today Twitter: https://twitter.com/FutureHpodcast Instagram: https://www.instagram.com/futurehpodcast/ Mastodon: https://mstdn.social/@FutureHistories English webpage: https://futurehistories-international.com   Episode Keywords #AaronBenanav, #JanGroos, #Interview, #FutureHistories, #FutureHistoriesInternational, #futurehistoriesinternational, #Transition, #DemocraticPlanning, #Keynes, #Efficiency, #Economics, #NeoclassicalEconomics, #NeoclassicalSocialism, #OttoNeurath, #DemocraticEconomicPlanning, #Capitalism, #Economics, #Socialism, #Socialisation, #Investment, #Degrowth, #UniversalBasicServices, #CareWork

From the Army to AI: Building CavnessHR and Bridging Tech Between the U.S. and Vietnam Episode Summary: In this solo episode of The Jason Cavness Experience, host Jason Cavness takes listeners through his personal and professional journey. From dropping out of high school to serving 25 years in the U.S. Army, and eventually diving headfirst into the world of tech startups. Jason opens up about the lessons learned in leadership, perseverance, and adaptation that continue to guide his mission to build CavnessHR. An AI-powered HR platform designed for small businesses. He shares candid insights into the realities of startup life, including the challenges of product development, fundraising, and scaling in a competitive space. Jason also discusses his growing partnerships with TechBank and Earth VC in Vietnam, as well as the launch of the CavnessHR Builders Club and the company's ongoing Wefunder campaign. Jason reflects on how The Jason Cavness Experience podcast has evolved into a powerful platform to connect founders, investors, and innovators  and how it now plays a central role in amplifying CavnessHR's story. Key Topics: • Jason's journey from high school dropout to Army officer • Leadership lessons from 25 years in the U.S. Army • Transitioning from military life to the tech startup ecosystem • The vision behind CavnessHR and its mission to support small businesses • Partnerships with TechBank and Earth VC in Vietnam • How the Wefunder campaign and Builders Club fit into CavnessHR's growth strategy • Using the podcast as a brand amplifier for the startup's mission • Why AI automation is the future of small business Links & Resources:   • Wefunder Campaign: https://wefunder.com/cavnesshr/ • The Jason Cavness Experience: www.thejasoncavnessexperience.com • Free eBooks: www.buildcavnesshr.com/ebooks   About the Host: Jason Cavness is an INFJ Retired U.S. Army Officer, entrepreneur, and founder of CavnessHR. An HR platform built for companies with 49 or fewer people. Through The Jason Cavness Experience, he spotlights founders, investors, and leaders who are shaping the future of work and technology.

Welcome back to The Tom Bilyeu Show! I'm Tom Bilyeu, and on today's episode, Drew and I go deep on some of the biggest global and technological changes shaping our future. We start by diving into Japanese history, dropping into a high-speed "speedrun" of how this incredible culture evolved from its samurai roots, through hardship, into a futuristic powerhouse—and what their current struggles with demographics and immigration might mean for us all. As a self-professed Japanophile, I reflect on what makes Japan unique, the explosive power of its storytelling, and why preserving cultural differences is absolutely essential in a world that's trending toward sameness. From there, we pivot to the wild side of world events: ongoing tragedies in Ukraine, the politics underlying tense global negotiations, and what happens when powerful nations push the limits. We also crack open the future of work, discussing those leaked Amazon documents about potentially replacing 600,000 American workers with robots. I share my unfiltered perspective on why automation is inevitable—not because of some villainous billionaire, but because all of us keep demanding cheaper, faster, and better. Throughout the episode, we tackle practical ways to overcome hopelessness and negativity, the importance of self-talk, and the need to constantly adapt as automation and AI rewrite what's possible. Get ready for hard truths about universal basic income, worker dignity, and why focusing on a smooth transition is the most critical task we have in front of us. If you want to challenge your assumptions, laugh, and get ready for the realities of tomorrow, you're in the right place. Let's do this! Linkedin: Post your job free at https://linkedin.com/impacttheory Shopify: Sign up for your one-dollar-per-month trial period at https://shopify.com/impact True Classic: Upgrade your wardrobe at https://trueclassic.com/impact Cape: 33% off with code IMPACT33 at https://cape.co/impact Incogni: Free 30 day trial and 60% off annual plan at https://incogni.com/IMPACT AirDoctor: Up to $300 off with code IMPACT at https://airdoctorpro.com What's up, everybody? It's Tom Bilyeu here: If you want my help... STARTING a business: join me here at ZERO TO FOUNDER:  https://tombilyeu.com/zero-to-founder?utm_campaign=Podcast%20Offer&utm_source=podca[%E2%80%A6]d%20end%20of%20show&utm_content=podcast%20ad%20end%20of%20show SCALING a business: see if you qualify here.:  https://tombilyeu.com/call Get my battle-tested strategies and insights delivered weekly to your inbox: sign up here.: https://tombilyeu.com/ ********************************************************************** If you're serious about leveling up your life, I urge you to check out my new podcast, Tom Bilyeu's Mindset Playbook —a goldmine of my most impactful episodes on mindset, business, and health. Trust me, your future self will thank you. ********************************************************************** FOLLOW TOM: Instagram: https://www.instagram.com/tombilyeu/ Tik Tok: https://www.tiktok.com/@tombilyeu?lang=en Twitter: https://twitter.com/tombilyeu YouTube: https://www.youtube.com/@TomBilyeu Learn more about your ad choices. Visit megaphone.fm/adchoices

Struggling with costs in your healthcare organization? Reach out to Michael.  Click Here for more info In this insightful conversation, Michael D. Levitt, Founder and Chief Burnout Officer of the Breakfast Leadership Network, sits down with Cary Sparrow, founder of Wagescape, to explore the turbulent evolution of the modern labor market. Adapting to a Rapidly Changing Workforce Cary reflects on the past decade of transformation in employment trends, driven by the pandemic, artificial intelligence, and wage inflation. He compares leading through these changes to navigating whitewater rapids — requiring adaptability, clear focus, and quick course corrections. Over ten years, Wagescape has grown by bringing transparency and real-time insight to the labor market, helping businesses make smarter workforce decisions. AI's Uncertain Future Path Michael and Cary dive into the unpredictable trajectory of artificial intelligence, drawing parallels to the early dot-com era. With two AI patents under his belt, Cary shares that while AI's potential is enormous, not all current initiatives will endure. Both agree that innovation often comes from unexpected sources — not just the big tech players dominating the headlines. Implementation and Strategic Caution Cary shares a story about a promising AI project that quickly became obsolete due to rapid advancements. Together, he and Michael discuss the importance of balancing early adoption with strategic caution, particularly in fields like hiring and finance, where AI's cost-saving appeal must be weighed against the need for accuracy and accountability. AI Meets Healthcare and Employment Drawing on his background in healthcare leadership, Michael recalls working with an ethics officer who helped make tough medical decisions using data-driven insights. He compares this to how AI could analyze healthcare and employment statistics while maintaining human oversight. He suggests that large language models could forecast labor trends over the next 6 to 12 months — a potential game-changer for workforce planning. The Future of Hiring and Education Cary and Michael examine the increasing demand for data-informed hiring, where AI serves as a predictive enhancement rather than a replacement. They discuss how universities must evolve their curricula to align with shifting market skills, and how business leaders often struggle to trust data that challenges traditional gut instincts. Evolving Data Resistance Cary highlights a cultural shift: clients are no longer rejecting data outright but are instead asking smarter questions about its sources and implications. This evolution reflects a growing collaboration between data providers and decision-makers — a key step toward data literacy and trust. As industries accelerate toward an AI-integrated future, this episode offers grounded, real-world insight into how leaders can adapt, stay curious, and lead through uncertainty.   About WageScape (formerly Greenwich.HR) At WageScape, we believe leadership begins with clarity—and clarity comes from having the right data at your fingertips. We empower businesses to focus on what matters most: solving complex problems, leading with vision, and creating impact—while we provide the most comprehensive, real-time labor market data to fuel those decisions. As CEO, my role is centered on building deep, values-driven partnerships with our clients—relationships rooted in trust, transparency, and a shared commitment to innovation. I bring over 35 years of leadership experience across engineering, the military, consulting, and operations, all focused on tackling big challenges and driving sustainable growth. Our team at WageScape is united by a mission: helping organizations make smarter, faster decisions in an $80 trillion global economy. What Sets WageScape Apart: ✅ Trusted by Global Leaders We're proud to serve some of the most respected organizations in the world—Walmart, Aon, Stanford University, Yahoo Finance—offering labor market insights that drive clarity, strategy, and results. ✅ We Don't Just Provide Data—We Build Partnerships Whether you're a consultant, enterprise tech firm, financial institution, or developer, we collaborate closely to help you achieve transformational outcomes. ✅ Global-Scale Intelligence, Real-Time Precision Using patented AI, our datasets—updated continuously from 5.6 million hiring organizations in 210 countries—equip teams with the speed, scope, and scale to lead confidently. ✅ Powering Innovation and Market Readiness Our data fuels everything from predictive market modeling to product innovation and workforce planning—unlocking trends before they hit, and enabling bold, informed decisions. Impact That Speaks Volumes

Darren Murph, a leading voice on distributed work and former leader at GitLab, Zillow, and Andela returned to the show.We dug into the remote first maturity scale, the four-pillar operating model (knowledge, project, self, performance), and how to build an “org brain.”---- Sponsor Links:

Can Artificial Intelligence, or AI, make us all better off? Currently, experts anticipate shifts across various industries and occupations. They believe it is time to prepare workers, institutions, and ecosystems for the impact of AI on jobs.rnrnTiffany Hsieh is director of innovation programs in the Incubation practice at JFFLabs. She is responsible for strategy and operations for the launch of the Center for Artificial Intelligence & the Future of Work-which convenes stakeholders across sectors to shape the national dialogue on AI and the future of work and learning. Leading with discovery, design, and action, the Center ensures AI accelerates access to quality jobs by shaping policy, practice, and investment in innovative solutions.rnrnJoin us at the City Club as we gather for the fifth annual Deborah Vesy Systems Change Champion Award forum, in partnership with the Deaconess Foundation, to discuss the evolution of AI, the promise of its use in workforce development, and its implications for the future of work.

Flexible work will thrive through empowerment, not office layouts. DIY AI—where employees build their own tools—turns flexibility into performance, boosting productivity, balance, and innovation across distributed teams. That's the key take-away message of this episode of the Wise Decision Maker Show, which talks about how DIY AI unlocks productivity and flexibility.This article forms the basis for this episode: https://disasteravoidanceexperts.com/how-diy-ai-unlocks-productivity-and-flexibility/

In this episode of GrownLearn, host Zorina Dimitrova sits down with Andrea Iorio — one of Brazil's most sought-after keynote speakers and a global authority on digital transformation, leadership, and human behavior in the age of AI. Andrea shares his groundbreaking approach to AI implementation, focusing not on the technology itself but on people, mindset, and ethics. Drawing from his roles as Head of Tinder Latin America and Chief Digital Officer at L'Oréal Brazil, he explains why most AI projects fail — and how leaders can build the skills and governance needed for long-term success. Together, Zorina and Andrea explore: Why AI success depends on human soft skills — not just data and algorithms How to create a culture of adaptability, empathy, and curiosity in business The three pillars of skill transformation from Andrea's upcoming book Between You and AI Why behavioral change, not technical training, drives digital transformation Whether you're a business leader, innovator, or lifelong learner, this conversation will challenge how you think about technology, leadership, and growth in the AI era. Instagram : @aiorio_br Linkedin : www.linkedin.com/in/andreaiorio/ Latest Book: https://www.amazon.com/Between-You-AI-Unlock-AI-Driven/dp/1394357982 ---------------------------------------------------------------------------------------------------------------------------------------------

Future of Work in an Automated WorldSEGMENT 1: What happens when work becomes optional?In this episode of Over Fifty Starting Over, we explore a bold thought experiment:

Writer, editor, and founder of The Elysian, Elle Griffin joins me on Infinite Loops to discuss her vision for participatory capitalism, a world where ownership, reputation, and creativity are shared more broadly across society. We explore the evolution of capitalism from the industrial era to the networked age, how broad-based ownership could rebuild the middle class, why optimism is revolutionary, and how storytelling shapes our collective imagination. We also discuss how reputation is becoming a new form of capital and how writers can become architects of meaning in a world reshaped by AI and automation. I hope you enjoy this conversation as much as I did. For the full transcript, episode takeaways, and bucketloads of other goodies designed to make you go, "Hmm, that's interesting!," check out our Substack. Important Links: The Elysian Elle Griffin on X (Twitter) LinkedIn Website Elle's Novel Obscurity Show Notes: The New GI Bill for Stock Ownership Rethinking ESOPs, RSUs, and Equity for All The Founder's Dilemma: Risk, Ownership & Exit Tax Incentives for Employee Ownership A Tale of Two Experiments The Ownership Czar for the Day The Future of Work The State with Baby Bonds The Problem with Worth and Deserving The Power of Utopian Fiction The Currency of Belief and Reputation Empress of the World Question Books and References Mentioned: Obscurity; by Elle Griffin The Elysian; by Elle Griffin The Beginning of Infinity; by David Deutsch The Lessons of History; by Will & Ariel Durant The History of Civilization; by Will & Ariel Durant Why Greatness Can't Be Planned; by Kenneth O. Stanley Looking Backward; by Edward Bellamy Herland; by Charlotte Perkins Gilman Les Misérables; by Victor Hugo Frankenstein; by Mary Shelley The Republic; by Plato Das Kapital; by Karl Marx The Count of Monte Cristo; by Alexandre Dumas 20,000 Leagues Under the Sea; by Jules Verne A Tale of Two Cities; by Charles Dickens White Mirror Stories; by Infinite Books    

Episode Description: In this episode of the Build Tech Stack Equity podcast, host Darius Gant sits down with Austin Clements, Managing Partner at Slauson & Co., an LA-based early-stage venture capital firm rooted in economic inclusion. Austin shares his journey from building websites as a teen in South LA to managing multimillion-dollar venture funds designed to empower underrepresented founders. He discusses how Slauson & Co. was born from a vision to democratize access to capital, what it really takes to raise a first fund, and the lessons learned along the way, including how timing, persistence, and purpose shaped their $75M debut fund. Austin also explores the evolving venture landscape, founder-market fit, and why authentic storytelling is now critical for entrepreneurs. Later in the episode, he dives into Slauson's Friends & Family Accelerator, a six-month program investing $300K in early founders with bold ideas shaping the future of human experience. If you're interested in venture capital, founder stories, or building inclusive pathways to tech innovation, this episode offers both wisdom and inspiration.   Founder Bio: Austin Clements is the Managing Partner and Co-Founder of Slauson & Co., a Los Angeles–based early-stage venture capital firm committed to driving economic inclusion by investing in technology that empowers small business owners and overlooked founders. At Slauson, Austin leads investments across sectors where innovation meets accessibility, bridging opportunity gaps and redefining what success in venture capital looks like. Prior to launching Slauson & Co., Austin honed his investment acumen at TenOneTen Ventures, where he supported some of LA's most promising early-stage startups, and began his career in investment management at AllianceBernstein. He also founded Pi Digital Media, a web and mobile development firm serving small businesses nationwide, an experience that deeply informs his perspective on entrepreneurship and technology. Beyond venture, Austin has long been an advocate for equity in tech and entrepreneurship. He was the founding Chair of PledgeLA, a groundbreaking collaboration between the Annenberg Foundation and the Los Angeles Mayor's Office designed to increase diversity, equity, and community engagement within LA's tech ecosystem. He currently serves as a Trustee for the Knight Foundation, where he helps shape investments in media innovation and community development, and has served on the boards of Library Foundation of Los Angeles and HBCUvc, contributing to pathways for underrepresented professionals in venture capital. A Kauffman Fellow, Austin earned his MBA from NYU Stern School of Business and his BA in Business Administration from Morehouse College. His career reflects a deep belief that inclusive investing not only fuels innovation but strengthens communities and builds generational wealth.   Timestamps  00:00 – Introduction: From South LA to Venture Capital 01:10 – Early Passion for Technology and Web Development 03:07 – Discovering Venture Capital Through Self-Education 05:20 – Partnering with AJ and Building the Vision for Slauson & Co. 06:00 – The Reality of Raising a First Fund 08:00 – Turning Points: COVID, George Floyd, and Industry Shifts 09:00 – Exceeding Expectations: From $15M Goal to $75M Fund 11:00 – The “Enroll, Don't Convince” Philosophy for Fundraising 13:00 – Lessons from 300 LP Calls and Building Credibility 14:00 – Slauson's Investment Thesis: Small Business Tech & Human Experience 16:00 – Founder-Market Fit and the Power of Lived Experience 17:00 – The Pattern Breakers Framework: Inflection, Insight, Idea 19:00 – How Founder Storytelling Has Changed in the AI Era 21:00 – Authenticity and Identity in Brand Building 23:00 – AI's Role in Startups and Investing: Finding the Right Layer 25:00 – The Case for Purpose-Built AI (Abby, the AI Therapy App) 29:00 – AI's Societal Impacts and the Future of Work 33:00 – One-Person Startups and the Limits of Context 37:00 – Launching the Friends & Family Accelerator 39:00 – Building Bridges for Underrepresented Founders 41:00 – Application Details and Call to Action   Resources Follow Darius Gant LinkedIn – https://www.linkedin.com/in/m-darius-gant-cpa-44650aa/ Company – www.tesoroai.com Slauson & Co. Website – https://slauson.co LinkedIn – https://www.linkedin.com/company/slausonandco/ Austin Clements LinkedIn – https://www.linkedin.com/in/austinclements/  

AI was supposed to make life easier. So why are tech teams more burned out than ever? In this episode of IT Visionaries, host Chris Brandt and guest co-host Lacey Peace unpack the real reasons behind the burnout crisis sweeping through tech and cybersecurity teams in 2025. From the “do more with less” culture to the false promise of AI automation, they explore how overwork, layoffs, and unrealistic expectations are reshaping the future of tech work. Topics we cover: Why AI adoption is increasing workloads, not reducing themHow company culture drives burnout in IT and engineering teamsThe loneliness epidemic in tech — and what to do about itThe generational shift changing expectations around work and lifeHow to build sustainable tech teams that don't burn people outIf you've ever felt overwhelmed, under-resourced, or caught between automation and exhaustion — this conversation is for you.Watch till the end for insights on how to protect your mental health in tech and what the next decade of work might look like. Watch Next: https://youtu.be/fCFs28kadw0?si=SNDAuua7IamFEr3p Key Moments: 0:00 Why Tech Teams Are Burning Out2:21 Is Tech Burnout Actually Getting Worse?4:15 How AI and Automation Are Fueling Burnout9:45 Tech Culture Clash: Old Guard vs. New Generation17:00 Why Burnout Is Becoming a National Security Problem22:15 The Loneliness Epidemic in Tech (and How to Fix It)25:00 Can More Headcount Solve the Burnout Problem?30:50 The Future of Tech Work: What's Changing Forever -- This episode of IT Visionaries is brought to you by Meter - the company building better networks. Businesses today are frustrated with outdated providers, rigid pricing, and fragmented tools. Meter changes that with a single integrated solution that covers everything wired, wireless, and even cellular networking. They design the hardware, write the firmware, build the software, and manage it all so your team doesn't have to.That means you get fast, secure, and scalable connectivity without the complexity of juggling multiple providers. Thanks to meter for sponsoring. Go to meter.com/itv to book a demo.---IT Visionaries is made by the team at Mission.org. Learn more about our media studio and network of podcasts at mission.org. Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this episode of the HR Leaders Podcast, Anoop Gupta, Co-Founder and CEO at SeekOut, joins to discuss how AI is redefining recruiting, roles, and the future of work.Anoop shares his journey from Stanford professor and Microsoft executive to leading one of the fastest-growing AI talent platforms in the world. He explains how AI agents are already transforming recruiting - automating 70% of repetitive tasks - while freeing humans to focus on relationships, creativity, and strategy.He also unpacks how CHROs must prepare for a future where AI and humans collaborate as equals, why recruiters will evolve into true talent advisors, and how to experiment safely with AI to stay ahead of the curve.

In this episode of the Revenue Builders Podcast, our hosts John Kaplan and John McMahon are joined by Susan Lucia Annunzio, the “CEO Whisperer” and President of the Center for High Performance. With over 25 years of expertise in leadership and organizational culture, Lucia shares her insights on fostering sustainable growth by treating people well, the importance of leveraging brain power, and the generational dynamics impacting today's workforce. They delve into strategies for leaders to harness the unique strengths of Gen Z, overcome organizational toxicity, and create environments where innovation and accountability thrive. Tune in to explore how to unlock potential within your teams and drive profitable growth.ADDITIONAL RESOURCESConnect with Susan Lucia Annunzio.LinkedIn: https://www.linkedin.com/in/susanannunzio/Learn more about the Center for High Performance: https://centerforhighperformance.com/ Get Lucia's books: https://centerforhighperformance.com/category/books/Read the Guide on Six Critical Priorities for Revenue Leadership in 2026: https://hubs.li/Q03JN74V0Enjoying the podcast? Sign up to receive new episodes straight to your inbox: https://hubs.li/Q02R10xN0HERE ARE SOME KEY SECTIONS TO CHECK OUT[00:03:08] Lucia's Journey and Mission[00:06:18] The Importance of Treating People Well[00:08:22] Return on Brain Power[00:10:17] Challenges in Leadership and Management[00:30:25] Generational Differences and Gen Z[00:33:39] The Most Rejected Generation[00:34:23] Technological Savvy and Social Media Influence[00:36:03] Gen Z's Desire for Purpose and Socialization[00:37:53] The Impact of Overprotection and Fear[00:40:21] Work Environment and Remote Work Preferences[00:43:37] The Future of Work and Leadership[00:53:30] Empowering Gen Z in the WorkplaceHIGHLIGHT QUOTES[00:06:56] “A great strategy without allowing people to use their brains will never maximize its potential.”[00:08:41] “Companies leave money on the table because they don't allow people to challenge assumptions.”[00:10:57] “The number one differentiator of sustainable growth... was the people in the group felt valued.”[00:13:41] “People work for people. When you look authentic, people begin to trust you.”[00:21:55] “Most Gen Zs prefer to work in person, learn socialization skills, and make friends.”[00:28:35] “Resilience comes from making mistakes, learning from them, and getting back up again. But when you make a mistake and people keep you down, you become a victim.”[00:32:32] “Ask for help. Tell your boss you want to be a star player and want to know what good looks like.”[00:38:13] “Anybody can be good. But how do you become great? That's what's going to give you satisfaction.” Hosted by Simplecast, an AdsWizz company. See pcm.adswizz.com for information about our collection and use of personal data for advertising.

In this special episode of AI and the Future of Work, host Dan Turchin explores one of the most ambitious and debated frontiers in technology: Artificial General Intelligence (AGI).What is AGI? How close are we to creating machines that truly think, reason, and learn like humans? And what will that mean for the future of work, creativity, and ethics?This compilation episode revisits insights from three leading thinkers who have spent years defining, debating, and developing the next generation of intelligent systems.Featuring Guests

On this episode of The Founder's Sandbox, Brenda McCabe sits down with Jen Apy, Area Managing Partner and Chief Marketing Officer at Chief Outsiders, to explore how scaling companies can unlock growth through fractional marketing leadership. Jen shares insights from her 30+ years of marketing experience—spanning Mattel, Adobe, Intuit, and now Chief Outsiders—and introduces listeners to the Growth Gears framework: a strategic methodology designed to help small and mid-sized companies grow efficiently and sustainably. Jen and Brenda also dive into key trends such as the rise of “flash teams,” how AI is transforming the marketing playbook, and the importance of being a learning organization in a fast-moving world. You can find out more at https://www.chiefoutsiders.com        transcript:  00:04 So  welcome back to the Founder's Sandbox. I am Brenda McCabe, the host of this monthly podcast where I am joined by business owners, founders, and professional service providers that are scaling businesses. 00:34 with great corporate governance. This podcast is now in its fourth season and very excited to have Jen Apy as my guest today. For those that are subscribed to the Founder Sandbox, you always know that we have a story that's going to be told about the origins of the company and the founder  and the professional's experience as the introduction here. And we will always come back to the... 01:02 the sandbox where we're talking about resilience, purpose-driven and scalable growth. And when Jen, who I've known now for several years, we work in the same ecosystem, spoke to me about the growth gears, that is kind of the overarching framework  of chief outsiders. I was fascinated and wanted to offer the platform of the podcast to get the message out to  business owners that are 01:30 scaling and have not yet thought about using fractional marketing services. So welcome, Jen, to this fourth season. um Absolutely delighted to have you here. Oh, I'm delighted to be here. Excellent.  So we did choose a title. We're gonna you're gonna hear the word growth gears throughout this podcast. So the title for the podcast today is growth gears for scaling. And 01:56 Jen and I kind of share a similar background in the sense that we've been out there over three decades.  I um had my own consulting business. I worked in the McKinsey & Company and reinvented myself uh around really bringing the expertise that I had at multinationals into the ecosystem  of growth stage companies. Jen, tell me you are multifaceted marketing professional over three decades. 02:26 of experience contributing to marketing excellence. Tell us a bit about your origin and your currently, I think since five years ago, the area managing partner and chief marketing officer of Chief Outsiders. So share a bit how your role has evolved and what's it like to be with this company that was once a startup itself. Well, thank you so much for having me, Brenda. It's been a wild ride. 02:56 I feel like I was so lucky  early in my career to work with fabulous marketers at Mattel and Intuit and Adobe.  And now to have  the opportunity to apply those skills to help small to mid-sized companies grow. It's really been a fantastic experience. I feel like this is my purpose. Oh, beautiful. To share these enterprise little marketing skills with smaller companies that 03:25 are hungry for growth.  you when I, when I meet founders or I meet CEOs, I'm always really curious about, know, what's working, what's not working. You know, how do we create this flywheel that can help them grow in scale? It really is, is something I enjoy. You know, you found your purpose and then  I guess your purpose found you  working with chief outsiders because you were also a solopreneur  for years. What would be your 03:54 tagline if if anybody were to just listen to five minutes of the founder sandbox, what would be. Jen appease tagline such a good question. I think it would be be something like committed to growth. I feel like that is my purpose. That's what I enjoy. And you know now it's part of outsiders. I I now have 125 colleagues who feel the same way. They've all been fortune 1000. 04:23 and larger company marketers from a variety of different industries. think collectively we've probably covered over 80 industries, over 5,000 engagements. I mean, it's just incredible that the people at Cheap Outsiders that I get to work with every day. And I do feel like commitment to growth is almost a shared purpose for all of us. That's why we're here, because we love to make an impact, to see that impact on smaller companies and  be a part. 04:52 of their leadership team. We say that we're outsiders, but we're really embedded as insiders and therefore we can have that impact on  companies and watch them grow in scale. It's very gratifying as a marketer. m I  also work in the small and medium sized enterprise area.  And last month I actually wrote a blog on enterprise,  forms of enterprise and the like. 05:18 Did some research  on actually SMEs.  How many  SMEs in your estimation actually  reach  or go beyond $10 million in revenues? SMEs are 47%, I believe, for the number of enterprises in the United States. But how many actually scale beyond the $10 million revenue? You know, it's a surprisingly small number,  like maybe less than 1%. But you know, that's why we're here. 05:47 We want to increase the chances that those companies can scale, you know, 10 million, 50 million, 100 million. We believe that by really applying the market insights, customer insights, competitive insights into, you know, the strategies around positioning and offers and target marketing will lead to the cost of 06:14 efficient and cost effective strategies and execution that will help companies scale. that really is the heart of the growth gears methodology and approach. Well, that's  a great segue. You and I met at the recurring revenue conference, I guess, in the seventh year. And as you walk me through  the growth gears,  you also have an assessment tool. Would you like to  share? 06:42 overarching what is what are the gears, the growth gears, what are the key aspects that  one can be surveyed about and then and how to engage with  the chief outsiders, because I found it fascinating.  And I actually used it with one or two of my clients to kind of get the wheels, no pun intended, right to  to start moving, right? 07:12 Yes, so the assessment that we use asks companies and leaders questions about the business, about how much do they know about their customers, their competitors,  the company, they looked at market trends? And then starts to ask about, do they know where their revenue  comes from, where their growth is gonna come from? they  understand what channels are most efficient and are they measuring uh the effectiveness  of the marketing? 07:41 programs that they have in motion. And it's not every single question that we could ask, but just enough to get them thinking about where growth is gonna come from. And so we use this assessment, usually around this time actually, we're getting close to Q4. And we use it about this time in order to help them think ahead in terms of what are the priorities that are needed for the following year in order to stimulate. 08:08 enable or actualize growth. So if anyone's interested in doing this assessment with me, it's free. Just, you know, reach out to me on LinkedIn, happy to provide you with the link and then have a conversation about what the answers mean. Absolutely. Jen, we'll put those, the survey or the assessment, pardon me, in the show notes. All right. Great. In addition to other areas. So talk to me a little bit about Chief Outsiders. You did say it was a startup at one time. 08:37 How long has it been around? What's the organization look like? And what are the challenges that you particularly are dealing with with the advent of AI? That's a very little question.  That's a great question,  though. But  Chief Outsiders has been around for over 10 years. I think we've been around before the term fractional  executive or fractional marketer was even a term. think 09:01 Maybe early on we might've been discussed as strategic business consultants, right? Because we're helping companies grow in scale. But we've been around for over 10 years. We've been on the Fortune 5000 for quite a few years. I think definitely 10 or more. the way that we've grown is by really focusing on what marketing leadership needs to do. 09:30 for companies, which at the end of the day, it's about  knowing who your customers are, where to find them,  and  then how to grow the company  based on  that focus on finding and retaining customers, whether it's increasing market penetration within a certain target segment or  finding new markets or launching new products,  whatever that growth strategy is, how to harness that  and  help 10:00 a company,  um, scale over time  and marketing has changed so much. I know over the years, mean, I've seen that with your companies is  overwhelming. I pardon. I will get back to the question, but I, many, many years ago, McKinsey, was a marketing expert research. We didn't have all these amazing tools we have today to conjoin analysis, you know, with your Excel sheets, right. And focus groups. 10:29 Right. So the sophistication, channel, you know, growth explosion is, you know, I threw my talent a long time ago. Well, you know, it used to be, you know, direct mail and then websites, right. And then e-commerce and, and then it was about social media and content marketing and then SEO. I mean, it's just daunting. And now we have to be thinking about AI in all facets of the 10:59 the marketing toolkit, right? It's  impacting every aspect of what we do as marketers.  And we have to be thinking about AEO, like answer engine optimization in addition to SEO. So it really is rather overwhelming. So I think that over the years, Chief Outsiders has recognized that the marketing tactics and strategies are going to change and we need to change with it. But that the focus on 11:27 growth is going to come from really the growth gears, right? The approach to understanding the market, understanding how to go to market,  understanding how to  execute cost effectively. So recently in the advent of AI, knowing that it was going to impact so much of the marketing mix, we actually started to develop an AI platform for us to use. Yes, for us to use internally. What it does is confidentially, 11:57 takes all of the insights for all of the engagements that we've done with companies so that when we are working with clients, we can benefit from that collective knowledge and be able to deliver  better, deeper, faster insights from day one for our clients. So deeper insights, proven strategies, best practice execution. There isn't a workstream for marketing sales that isn't going to be impacted by AI. 12:25 So we've definitely thought about that and made sure that we can  leverage all this knowledge in order to help us be better marketers for our clients. That's  fascinating. It's kind of scary, right? So you've basically like in the healthcare industry, you've anonymized, right?  The plethora of data, right?  Within the  walls  of 12:54 chief outsiders of the 10 years of experience and I don't know how many clients, right? To then really document and have your own, for lack of another word, I guess, is it? The knowledge base. The knowledge base, but it's kind of an ocean, right? Data ocean. Yeah. And, you know, and this is how the AI tools work. 13:19 We figured we might as well have something that we can use on a proprietary basis and that can help us not only create our deliverables and have better deliverables, but also to help us manage processes.  Because as we talked about with marketing, there's just so much going on, so much to consider, so much to do. This AI platform also helps us to manage those processes.  And one of the things we haven't talked about yet is fractional resources. 13:47 I believe really are the future of work. And that's one of the reasons why I'm so excited to be a part of Chief Outsiders because we believe that as well. And that's also part of the reason why we built this platform.  Right. So one thing that I want to  highlight just from the last discussion here is 14:08 AEO rather than SEO or in addition to SEO that I mean, heard it here on the founder sandbox. Not only do we have to be looking to have our SEO optimization, it's AEO optimization. Yes. So answer engine optimization. And that's coming of course, from the AI tools. You know, I think the stat is something like 70, 71 % of searchers, anyone searching. 14:37 They're now using the AI engines instead of, or sometimes in addition to regular search. But it's the reason why Google is losing traffic share, right? Because people are going to these AI engines sometimes exclusively for certain things. And so this has had an impact on marketing in a couple of ways. One is we need to now optimize our content for answer engines, which it's not that much different from SEO. We still have to adopt the same good. 15:06 SEO practices, you keywords, relevance, backlinks, things like that. But now we call it LL  or large language model optimization in 2025. uh In order to be able to rank in those answer engines, we need to also consider  brand strength and authority, oh citations, quality of content, sentiment.  You know, we really 15:35 PR  from  authoritative sources is really going to become  more important. And so we do a lot of testing ourselves  in terms of how Chief Outsiders ranks in these engines. I was going to ask you, have you done that?  Yes. And that's how we know that it's not just the SEO good practices that's helping to rank in answer engines. um 16:02 It's also these other things, brand strength and authority. The content needs to answer questions. these engines are understanding when content is authoritatively answering a question. And there's so many factors involved in figuring that out. There are a number of tools we use to see how we're ranking. There are a number of tools we use to figure out how we're 16:33 uh how we're able to, uh I guess, for lack of better words, out the competition, right? And score, right? In our content. And we use this knowledge of how it's working for us  to help our clients as well. And we've been doing this from the beginning because we were very aware of all the changes. um So you have your own growth gears operating system. 17:00 It's a remote working AI enabled platform, right? That also enables remote and hybrid teams  that come together.  Speak to me a little bit about that. GrowthGear's operating system is effectively your LM?  Yeah, that's the, well, that's the AI platform that we developed is called the GrowthGear's operating system. And so not only does it leverage  the best content, the best tools, but because of the way that we're designing it and it's really to support us, right? And how we work. 17:29 we are really enabling fractional resources  and remote and hybrid teams to work together effectively on  the projects,  the marketing, the growth plans that companies need to scale.  this is kind of the way, I mean, if we believe that fractional resources are  of economic benefit to both companies because they don't have to hire 17:56 A lot, you know, heavy talent, right for long term. They can hire just what they need when they need it.  And also as they evolve and grow, they might need different resources, right? So they can they can cycle through  the skill sets they need, but but also because there's economic value because workers, if they want to be more flexible, if they want to leverage a specific skill set and not necessarily be tied to one company gives them  the freedom and flexibility to. So I think for for both reasons, there's there's a lot of. uh 18:26 momentum toward this style of working. the platform that we have, you know,  it  can enable these operational fractional resources, not only marketing, but any part of the organization in the future.  Let's go. Let's take that idea or what you're observing in the market and actual client work a little bit further. So how would a potential client 18:54 engage with chief outsiders. They're at, you know, 3 million AR, they have not yet hired a marketing full time, right? How, what would would walk us through a typical, for lack of another word, engagement, or how do they engage with chief outsiders? And particularly, the second part of that is, if you're talking about 19:21 Flash teams, I think is the term that you and I discussed, right? Yeah, it's actually the title of a book being launched by a professor from Stanford,  Melissa Valentine. She's coined this phrase flash teams, which essentially  is what cheap outsiders does, right? We  pull together the resources that a company needs at that moment in time in order to solve their growth problems.  we're essentially a flash team enabled by 19:51 the growth gears operating system. Cool. So I'm not I'm the CEO. I've got to hit some revenue milestones. I've interviewed some candidates. I'm not yet sold for you know, bringing in full time, full time chief marketing officer. Jen gives me a call. How do I how do you how do I engage with you? Yeah, well, the first thing I want to understand is, is what what keeps you up at night? 20:21 Right? What, what are some of your growth challenges that, you're struggling with? Because the first thing I want to do is really understand, you know, what resources do you need at this moment in time in order to get you from A to B?  so oftentimes  we'll look at this and say, is this, is this going to be solved by a marketing led team or sales led team? Sometimes that's the first  thing that we're thinking about. And then how much do we know already about the situation in terms of. 20:49 customers, competitors, market insights, customer buying journey, channels that are working and not working. We're wanna know all of that so that we can figure out the most efficient way to approach solving those growth challenges and what work streams are needed. So we'll bring in a fractional executive that's a good fit for that company and then orchestrate the resources that are required to get to the next step. And then when that engagement  is through, 21:18 we'll figure out what the next level is. Maybe the next level is bringing in full-time permanent resources to help execute and to help scale where we paid ourselves out of the picture. Or maybe it's just dialing back to more of an advisory role and then bringing in fractional resources from different places in order to be able to test and scale and see what's going to work, what's going to land  before we orchestrate on a more. 21:48 So we're very flexible with what a company needs at any point in time. And no two companies are alike. You when you're a $3 million company, you might have talent and skills and gaps that are different from the last client that we had. And we know that. We can recognize those situations just because we've had so much experience working with so many different companies. We can very quickly figure out what's needed for the next step and just give a company exactly what it needs. 22:16 to it. You do tap into your, your network of your 125  professionals with them, know, goodness,  the years of experience that you all have obtained while at fortune 1000 companies. Amazing. Oftentimes, I've seen you  with as keynote speaker, you do give conference speak and you speak at conferences. What one of the most recent 22:42 conferences.  I'm not uncertain where it was, but you the topic you spoke to, Jen, was winning website traffic in the age of AI, what CEOs need to know? Can you without sending us to  you know, that I don't know whether it's on online, we can put that in the show notes. But what's the top, you know, line messages from that conference where you spoke about winning website traffic? Yeah. 23:10 Well, I did it with a couple of my colleagues who are very experienced in digital transformation and now how to win traffic with the answer engines. And  so we talked about some of the uh tactics that we're finding work nowadays and how that's going to change how companies need to think about orchestrating their marketing mix. So Mike. 23:36 Colin Angela gave an example of a very specific example of an article that had been written for SEO that now needs to be written for AEO just so that people  could see the difference. But I think the main message that we were trying to send uh to companies is uh marketing is not static. Just because you've figured out your marketing mix doesn't mean it's going to work two years down the line. It's constantly evolving. And so you need leadership. 24:04 who can be thinking about how are customer behaviors changing? How do I reach them differently?  And the fact that  71 % of searchers are going to answer engines, that's a huge shift and marketers need to be ready to  address that. So  if you're a smaller company and you just don't have the resources to keep retraining your staff. 24:29 every year or so  and you need that expertise in the know how do I compete now today? How do I set myself up for success? That's where we as Fractional Resources can come in and help you be that learning organization, that resilient organization that's going to survive through the next sea of change. 24:51 That is  fascinating. Yeah, it's it's a living beast, right? marketing and it's moving so rapidly, it would be hard. I'm to actually have the inside resources, the talent inside unless they're constantly being retooled. So it is  an opportunity to use fractional resources, depth of expertise that you have.  Yeah.  And that's one thing that I value about the chief outsiders culture is the fact that I think what's made us 25:21 so resilient is the fact that we're really a learning and sharing organization. We've recognized that change happens rapidly. To be resilient, we need to change and constantly be learning and retooling ourselves. And that is something  we highly value.  But to be able to do that quickly,  no one person can do all this on their own. It's nearly impossible and very overwhelming. You can't do it in a silo. So we have a culture of sharing where 25:50 If we learn something new, um we'll share with the rest of the organization. So that, that, uh, that webinar that we did was just as much for us and our executives as it was for the clients that we, that we serve in this culture of sharing really creates resiliency in the sense that  if, a company brings in one of our fractional executives and let's say they encounter a market challenge or a sales challenge that that particular 26:19 executive hasn't seen before, they can turn to the other 125 marketers and say, hey, let's get together. Let's put our best brains on this business and determine what things we might be able to try or what things we should put in place in order to benefit this organization. And I think there's no individual fractional out there that has access to that much talent and expertise. 26:49 on a moment's notice as we do. And that's part of what's going to create the resiliency that we need as an organization  to survive in the next decade, because everything is just going to start to move faster and companies are going to just need that much more speed. So, but we also believe that's a value that we can bring in addition to being interim  and not being full-time and bringing in the expertise they need to write at that moment.  We can also draw on the collective expertise of the tribe. So the brain trust. 27:19 Well, that's a good term. love that. Right. Brain trust. I love that brain trust. One  technical question of the 125  professionals within chief outsiders and interim roles. Is it solely in the marketing area or do you also offer maybe in the sales?  there other interim roles?  That's a really good question. So we do focus on marketing and sales primarily, but sometimes we're actually brought in as fractional COOs. 27:49 as well or division heads. And it's because of our broad leadership expertise. And some of our executives have been  CEOs  of their own companies. They founded companies, they've sold companies. So they do have that broader business perspective, but primarily it's marketing and sales. Excellent. We're going to switch gears, to  the standby. No pun intended. 28:17 That's right. That's  here in the founder sandbox. I'm passionate about building resilience, scalable and purpose-driven companies. And I like to ask my guests briefly, what is the meaning of resilience? What does that mean to you? Or does he chief outsiders? It's a fascinating part of the podcast for me become that you have very different definitions. And that's the beauty of asking this. Yeah.  Well, I think that resilience, at least for for me, for us, a chief outsiders means 28:46 being able to survive and move forward and grow in the face of massive change.  Right. It's not, it's not bending to the will of the market. It's,  it's, it's basically saying, you know what? We know how we can add value at this moment in time. And we have the tools to address this change and add value. that, you know, it is one of the reasons why we constantly are thinking about 29:15 how do we bring more  to the table for our clients? So in addition to the growth years operating system that we created, we also have an ecosystem called team outsiders of fractional marketing execution resources that we can draw on at any point in time and create our own flash teams for our clients. So let's say we've gone through the strategy and we've determined that we really need an e-commerce expert 29:45 that can optimize Amazon or we really need somebody who can take charge of developing the content that's going to  address not only SEO and or but also AEO and we'll draw from our pool of team outsiders resources and we'll put together that fractional team for the client at a moment's notice. So we believe that that is going to make us a lot more agile. 30:13 for our clients because sometimes they just need to get started,  but they don't have time to go higher or they don't have time to go evaluate a new agency. We can bring somebody in. We can, we can set the stage. We can get things going and then let them have the time to decide really who they want on a longer term basis. So, you know, agile teams, flash teams, it comes from our ability to be able to,  draw on this network  of. 30:42 team outsiders and to be resilient.  How about purpose? What's purpose mean to you?  Purpose. You know, I think that when I look back on my career and also what I'm doing here at Chief Outsiders, I get the most satisfaction from seeing smaller companies grow from helping founders make their dreams come true. You know, there are so many great companies out there. 31:12 that just need a shot at the big time, right? And we can do that because we've seen it. We know how to get a company from one to a hundred. We've seen it. We know what a company at one or a company at zero, what they're faced with from the standpoint of  challenges, time, resources, focus, right? And so we can adjust what we do in order to adapt to that environment. But we know what an organization is going to need 31:41 to be competitive and to need to grow at 30, 50, 100. And we can keep our sights on what that needs to be and advise the companies we're working with on how they're gonna get there. So yes, we're implementing this today, but it's gonna look like this tomorrow, but we're not ready for that yet. We're just gonna do this here today because you don't have the time or the bandwidth or the money to do that many things. But this is, we've done the analysis, we've done the research, we've done the testing. 32:11 This is what you need to scale for right now. So, you know, being able to do that and then see  these companies grow from 10 to 30 to 50 million, it's a thrill. it  is very, very rewarding. So I think that, you know, I found my purpose and this is the, in speaking with my colleagues, they're all, we're all here for the same reason. So we really do have that shared. 32:39 purpose and we really enjoy what we do. Fantastic last one and then we'll move to how to contact you scalable growth. I'm certain you're going to talk about those the growth gears, but what's scalable right? What's that mean to you?  Scalable growth to me means we figured out what works and we can replicate it cost efficiently and cost effectively. So that is 33:07 our focus when we're working within the growth gears methodology, we're looking for the way to scale most cost-efficiently effectively. I know that one of the things that you are really big on with your  companies, the companies you invest in is governance. Yes. You're really big on governance.  And when I think about governance, I think about responsibility and accountability. And what that means to me as a marketer, 33:35 And  as a revenue leader is making sure that the spend that we commit to in marketing and sales is going to drive revenue and growth cost effectively.  so by making sure that we've done the analysis, that we figured out what's going to work, that we've tested before we scale is that responsible governance approach, right? To marketing and so 34:05 You know, I think that there are some companies that are in situations where they have to scale no matter what. They just throw money at it, you know, scale no matter what. And there are situations where that needs to happen. But we find with the companies that we work with that the more responsible, prudent, accountable, you know, organic growth is what the founders are looking for. And we know how to do that. 34:35 Replicable, right? Replicable, yes.  Amazing.  So Jen, um last question before  we listen to how to contact you. you have fun today in the Founder's Sandbox? Oh, it's always a pleasure to talk with you, Brenda. I really enjoy our conversations. We're of like minds. That's true. That's true. Avid readers and bringing the best to our clients. So thank you. How can my listeners 35:04 find you  and best reach chief outsiders. Yes. So they can find me on Jenna,  but they can also find me on the chief outsiders website on the leadership tab. And from the chief outsiders website, you can also learn about all of the things that we do. can meet all of the 125 executives that we have. You can learn more about growth gears, OS and team outsiders. Excellent.  And 35:32 In the show notes, will provide the assessment so that you listeners that are actually considering, you know, what do I need to do at this last quarter of the year, right? To plan my marketing resources, just download the assessment. It's a very interesting tool. So thank you. Well, to my listeners, if you enjoyed this episode with Jen Appie of 35:56 chief outsiders. I'd encourage you to subscribe to this monthly podcast where we have founders, business owners, corporate board directors and professional service providers that are really building scalable, purpose driven and resilient companies with great corporate governance. Signing off for this month. Thank you for joining us here on the Founder's Sandbox.  

October 22, 2025: In this episode of Future Ready Today, Jacob Morgan unpacks five powerful stories defining the next era of leadership and work: 1️⃣ Amazon's 600,000 Robots – A leaked roadmap shows how automation will replace or reconfigure hundreds of thousands of jobs, raising urgent questions about reskilling and purpose. 2️⃣ OpenAI's New Browser “Atlas” – The company behind ChatGPT is reimagining web navigation with built-in reasoning. For HR, it signals how internal AI layers could soon connect every system and agent inside organizations. 3️⃣ Global Petition to Ban AI Superintelligence – Over 3,000 global figures, from Richard Branson to Steve Bannon, call for limits on AI's cognitive reach. 4️⃣ Gartner's Report on HR Resilience – The top priorities for CHROs in 2025 include embedding adaptability into culture and responsibly operationalizing AI. 5️⃣ The AI Rebellion Inside Electronic Arts – Employees are pushing back on AI mandates they don't trust, revealing the widening gap between leadership enthusiasm and workforce skepticism.

Are thriving teams built on youthful innovation or seasoned experience? In this inspiring conversation, we tackle the ultimate question every entrepreneur faces: Can youth and ambition alone drive success, or does wisdom from experience keep businesses afloat? Whether you're a young boss ready to change the world or a seasoned entrepreneur with lessons to share, this episode uncovers the secret to balancing fresh ideas with proven strategies to create unstoppable teams.Join Isabelle Burino as she shares practical advice and unique experiences from her own business journey, highlighting how diverse perspectives fuel success. Learn why "youth is your power," but humility and mentorship are essential for growth. From the inspiring stories of young entrepreneurs like Kylie Jenner to cautionary tales of startups that lost it all, this episode is packed with actionable insights to help you avoid pitfalls, build resilience, and thrive as a leader.Discover how to balance bold risks with wise counsel, avoid ego-driven mistakes, and create a business that thrives on diversity—in age, experience, and perspective. Age is just a number; it's the mindset and execution that define success. Don't let your business become an echo chamber of your own ideas—diversify, innovate, and grow.Ready to take your business to the next level? Like, share, and follow us on Instagram and TikTok for more empowering content, and subscribe on YouTube, Spotify, or wherever you listen to your podcasts. Remember, your youth is your power, and your team's diversity is your strength.#youthpower #businessadvice #youngbosses #mentoradvice #teamdiversity#businessadvice #teamdiversity #teamdynamics #youngleaders #youngvsexperiencedleadersCHAPTERS:00:00 - Intro01:03 - Best Teacher Experience, Learning from Mistakes05:09 - Balance Old vs New, Tradition and Innovation09:02 - Connect with Amazing Guests, Networking Opportunities09:44 - Age Diversity, Breaking Age Barriers14:05 - Future of Work, Importance of Diverse Teams16:48 - Innovation, Historical Perspectives, Timeless IdeasSubscribe to Young Boss with Isabelle Guarino wherever you get your podcasts, and be sure to like, share and follow on Instagram and TikTok.And remember, youth is your power.

In this episode of The Tech Leader's Playbook, Avetis Antaplyan is joined by Christian Ulstrup, founder of Powerline, to explore how AI is transforming business practices. Christian, with over a decade of experience in applied AI, discusses the evolution of AI technologies and their real-world impact on industries ranging from startups to the U.S. federal government. He shares insights on moving from experimentation to impactful applications of AI, stressing the importance of cultivating a culture of continuous experimentation. Together, Avetis and Christian dive into how leaders can leverage AI for exponential growth, from AI quick wins to deep organizational transformations. The conversation touches on practical applications, such as automating back-office processes, improving customer interactions, and identifying hidden opportunities through AI-driven insights. Christian also discusses his firm's approach to using AI tools to generate value, drive profitability, and reduce costs while maintaining a human-centered focus. His unique perspective on the role of AI in shaping the future of work is both enlightening and inspiring, offering actionable advice for tech leaders eager to embrace the AI revolution.TakeawaysAI's role is not just about the technology itself but how and where it's applied in business processes.Business leaders must foster a culture of continuous experimentation to maximize the potential of AI.AI quick wins involve improving existing processes to work faster and more efficiently, sometimes 10 times faster.A "10x" approach, rather than incremental changes, can drive larger, more impactful transformations.Engaging with AI tools and experimenting with them helps uncover surprising efficiencies and new opportunities.Effective AI adoption starts with clear executive alignment and a formal mandate for experimentation across the organization.Some AI models like GPT and Claude are revolutionizing business processes that were previously time-consuming or costly.AI tools should be integrated into everyday workflows, from sales to HR, to gain real-time insights and efficiencies.Companies should prioritize AI experimentation, with an eye on both short-term wins and long-term cultural transformation.AI can help businesses of all sizes democratize access to powerful data insights, leveling the playing field for smaller companies.Chapters00:00 Introduction01:26 Christian Ulstrup's Background03:15 AI's Role in Business Transformation05:47 The AI Quick Win07:55 Thinking Big for AI Impact09:54 Three Phases of AI Adoption12:18 Tools for AI Adoption14:37 Identifying Power Users16:58 Formalizing AI Use Across the Organization19:15 Analyzing Data with AI Tools23:30 AI for Small Businesses27:48 AI and Profit Impact in PE-backed Firms31:46 Second-Order Effects of AI34:08 Risk Reduction and AI39:56 Opportunity Spotting with AI44:23 Change Management and AI49:42 Biggest Aha Moment in Christian's AI Journey54:03 The Future of Work with AIChristian Ulstrup's Social Media Links:https://www.linkedin.com/in/christianulstrup/Resources and Links:https://www.hireclout.comhttps://www.podcast.hireclout.comhttps://www.linkedin.com/in/hirefasthireright

Just two years ago, AI was a shiny new object in L&D, with most professionals dabbling in small pilots and content creation experiments. The latest findings reveal an inflection point: the majority of L&D teams are now actively using AI, not merely testing it.This week, on the podcast are Donald H. Taylor and Eglė Vinauskaitė, the minds behind a groundbreaking new report, "AI & Learning 2025: Race for Impact." We're exploring the rapid changes AI is bringing to Learning and Development (L&D), from early experimentation to widespread implementation, and what it means for the future of work.In this conversation, you'll hear about the three distinct futures for L&D departments, how AI is moving beyond simple content creation into qualitative analytics and adaptive learning, and why team culture and leadership are crucial for success. We also dig into some big philosophical questions: How do we keep humans at the center of tech-driven workplaces? And how will AI reshape the very definition of value in L&D?This episode is packed with insights, data, and stories from organizations at the forefront of change. So, get ready to rethink how learning happens and how impactful workplace transformation can be.You will want to hear this episode if you are interested in...[00:00] How AI is transforming Learning and Development.[05:40] Transition from experimentation to mainstream implementation of AI in L&D.[13:31] Debunking the maturity model.[16:03] AI integration culture in organizations.[25:07] AI's impact on L&D values.[38:54] Necessity for L&D to demonstrate clear impact and unique value beyond content.[47:36] Leadership Beyond the L&D silo.[52:25] Introduction of the “transformation triangle”: three potential strategic futures.The Rapid Evolution of AI in L&DAI usage still predominantly supports content creation and design, but there's an intriguing rise in more sophisticated applications, especially data analysis, dynamic feedback, and even AI-driven coaching. For L&D leaders, the big question is no longer “should we use AI?” but “how can we use it to unlock deeper value for our organizations?”What Sets Successful L&D Teams Apart?A critical insight from the report is the role of mindset and organizational culture in successful AI adoption. Teams thriving with AI aren't necessarily bigger or better-resourced; they are “open” teams, led by individuals who embrace risk, imperfect information, and proactive change. These leaders are comfortable experimenting without knowing all the answers, an essential trait for the current landscape.True transformation requires more than tech skills; it demands business acumen, a robust understanding of performance, and an ability to integrate learning with business strategy. L&D teams must move from being passive order-takers to strategic partners, actively shaping how people develop and perform.AI: Threat or Opportunity for Traditional L&D Roles?For some, the rise of AI in learning is unnerving. Tasks once considered core, like instructional design or content creation, can increasingly be automated, often cheaper and faster than before. Taylor cautions that unless L&D professionals shift their value proposition from content production to driving true impact, their roles risk being diminished or redefined.But there is an opportunity for L&D to expand its influence. Rather than being relegated to the background, teams can now focus on performance support, skills stewardship, and facilitating human growth, areas where strategic thinking and deep expertise are critical and cannot be automated away.Three Futures for L&D: Skills Authority, Enablement Partner, Adaptation EnginePerhaps the most provocative segment of the episode introduced three possible “futures” for L&D roles in the AI era:Skills Authority: L&D becomes the custodian of skills, owning skill taxonomies, plumbing, and strategic workforce development. This future demands advanced expertise in identifying, building, and tracking capabilities crucial to business success.Enablement Partner: Here, L&D empowers employees across the organization to create their own learning solutions. The team shifts from direct content delivery to building infrastructure, processes, and trust, letting expertise flourish where it's needed most.Adaptation Engine: The most radical scenario, where L&D is absorbed into cross-functional teams focused on rapid business adaptation. Learning professionals blend with design, tech, and operations to solve holistic problems, making learning indistinguishable from broader performance improvement.While AI will eventually become as invisible as electricity, the human element in learning, facilitation, creativity, and stewardship remains paramount. The priority for leaders now is to harness AI thoughtfully, ensuring it serves genuine learning and performance goals rather than just delivering faster horses. Resources & People MentionedAI in L&D: The Race For ImpactAI in L&D (4 Reports) Connect with Donald H. Taylor and Eglė VinauskaitėEgle Vinauskaite on LinkedIn Donald H Taylor on LinkedIn Connect With Red Thread ResearchWebsite: Red Thread ResearchOn LinkedInOn FacebookOn TwitterSubscribe to WORKPLACE STORIES

Tetragrammaton with Rick Rubin ✓ Claim : Read the notes at at podcastnotes.org. Don't forget to subscribe for free to our newsletter, the top 10 ideas of the week, every Monday --------- Tyler Cowen is a leading economist, author, and professor, currently holding the Holbert L. Harris Chair of Economics at George Mason University, where he also serves as chairman and faculty director of the Mercatus Center. Widely recognized for his influential economic ideas, Cowen co-authors the long-running blog Marginal Revolution with Alex Tabarrok, and together they have also created Marginal Revolution University, which offers accessible, world-class economics education online. Cowen has also authored several books, including "The Great Stagnation," which analyzes the slowdown in economic growth, and "Average Is Over," exploring the future of work and inequality. ------ Thank you to the sponsors that fuel our podcast and our team: Squarespace https://squarespace.com/tetra Use code 'TETRA' ------ LMNT Electrolytes https://drinklmnt.com/tetra Use code 'TETRA' ------ Athletic Nicotine https://www.athleticnicotine.com/tetra Use code 'TETRA' ------ Sign up to receive Tetragrammaton Transmissions https://www.tetragrammaton.com/join-newsletter

In this episode, Wen Sang (Co-Founder & COO, GenSpark.ai), Christian Jester (Partner & TMT Markets Leader, PwC), and Jason Hirsch (Partner & Head of AI, Digital Platforms & Emerging Technologies Practice, Nixon Peabody) join the 10X Strategies Podcast to decode the evolving landscape of Agentic AI — what's hot, what's not. The panel explores how AI is reshaping work and productivity, how enterprises are navigating adoption at scale, and the legal and ethical implications of this rapid evolution. They discuss real-world use cases, sustainable business models, the no-moat reality of AI, and why open-source innovation might define the next phase of the AI revolution. ⸻ ⏱️ Chapters 00:00 Introduction and Guest Welcome 00:45 Meet the Panel: Wen Sang, Christian Jester, and Jason Hirsch 02:20 What's Hot in AI — New Use Cases and The Future of Work 05:00 Empowering Knowledge Workers through AI Agents 08:15 Enterprise AI Adoption and The Governance Challenge 11:20 Legal Risks and AI Whitewashing — When Hype Becomes Hazard 15:00 Differentiation in a No-Moat World — Finding Real Value 18:30 The GenSpark Story — Building AI for Knowledge Workers 21:00 Sustainable Business Models in the AI Ecosystem 25:10 Authenticity, Self-Awareness and Investor Confidence 28:30 Governance, Security and Data Integrity in Practice 31:20 What's Not Hot — Pitfalls, Liabilities and Legal Oversights 35:00 Licensing AI — Who Owns the Risk When Things Go Wrong? 38:30 Challenges for Founders — Regulation and General Counsel Gaps 41:15 Open-Source AI and The Thousand-Model Future 43:30 Audience Q&A and Closing Reflections

Peggy zooms in on one of the seven critical infrastructure verticals: energy and power, which is projected to require a staggering $23 trillion in investment through 2040. She unpacks the global trends shaping the sector—from the rise of renewables to digital transformation—and explores how we must rethink infrastructure to meet rising expectations. She also discusses: · Why energy demand is rising and how renewable energy and low-carbon sources will come into play. · The emerging role of small modular reactors and what countries are already taking action. · The need for grid resilience—and how digital twins, edge, and AI (artificial intelligence) can help. http://peggysmedleyshow.com

Peggy Smedley and Anil Sawhney, head of sustainability, RICS (Royal Institution of Chartered Surveyors), and Kay Pitman, sustainability analyst, RICS, talk about the highlights from a new AI (artificial intelligence) and construction report 2025, current rates of adoption, blockers to adoption, and the outlook. He says the report was an outcome from conversations and a survey from members who are at the forefront of technology. Pitman says the technology is rapidly evolving, and AI has the potential to reshape the industry. They also discuss: · How many construction respondents reported no use of AI. · The widening gap between investment ambition and organizational readiness. · Two levels we need to think about when we think about AI. http://www.rics.org

Peggy Smedley and Dan Miklovic, founder, Lean Manufacturing Research and leader, Third Eye Advisory, talk about the real cost behind not investing in reskilling and if a talent gap is on the horizon already. He says it depends on how you define it because there are going to be skills by 2030 that we don't even know we need yet. They also discuss: · Where the biggest risk lies. · One of the prime reasons workers leave companies. · Where the real skill lies today—and how durable skills come into play. https://thirdeyeadvisory.com/

In this episode of In-Ear Insights, the Trust Insights podcast, Katie and Chris discuss the stark reality of the future of work presented at the Marketing AI Conference, MAICON 2025. You’ll learn which roles artificial intelligence will consume fastest and why average employees face the highest risk of replacement. You’ll master the critical thinking and contextual skills you must develop now to transform yourself into an indispensable expert. You’ll understand how expanding your intellectual curiosity outside your specific job will unlock creative problem solving essential for survival. You’ll discover the massive global AI blind spot that US companies ignore and how this shifting landscape affects your career trajectory. Watch now to prepare your career for the age of accelerated automation! Watch the video here: Can’t see anything? Watch it on YouTube here. Listen to the audio here: https://traffic.libsyn.com/inearinsights/tipodcast-maicon-2025-generative-ai-for-marketers.mp3 Download the MP3 audio here. Need help with your company’s data and analytics? Let us know! Join our free Slack group for marketers interested in analytics! [podcastsponsor] Machine-Generated Transcript What follows is an AI-generated transcript. The transcript may contain errors and is not a substitute for listening to the episode. Christopher S. Penn – 00:00 In this week’s In Ear Insights, we are at the Marketing AI Conference, Macon 2025 in Cleveland with 1,500 of our best friends. This morning, the CEO of SmartRx, formerly the Marketing AI Institute, Paul Ritzer, was talking about the future of work. Now, before I go down a long rabbit hole, Dave, what was your immediate impressions, takeaways from Paul’s talk? Katie Robbert – 00:23 Paul always brings this really interesting perspective because he’s very much a futurist, much like yourself, but he’s a futurist in a different way. Whereas you’re on the future of the technology, he’s focused on the future of the business and the people. And so his perspective was really, “AI is going to take your job.” If we had to underscore it, that was the bottom line: AI is going to take your job. However, how can you be smarter about it? How can you work with it instead of working against it? Obviously, he didn’t have time to get into every single individual solution. Katie Robbert – 01:01 The goal of his keynote talk was to get us all thinking, “Oh, so if AI is going to take my job, how do I work with AI versus just continuing to fight against it so that I’m never going to get ahead?” I thought that was a really interesting way to introduce the conference as a whole, where every individual session is going to get into their soldiers. Christopher S. Penn – 01:24 The chart that really surprised me was one of those, “Oh, he actually said the quiet part out loud.” He showed the SaaS business chart: SaaS software is $500 billion of economic value. Of course, AI companies are going, “Yeah, we want that money. We want to take all that money.” But then he brought up the labor chart, which is $12 trillion of money, and says, “This is what the AI companies really want. They want to take all $12 trillion and keep it for themselves and fire everybody,” which is the quiet part out loud. Even if they take 20% of that, that’s still, obviously, what is it, $2 trillion, give or take? When we think about what that means for human beings, that’s basically saying, “I want 20% of the workforce to be unemployed.” Katie Robbert – 02:15 And he wasn’t shy about saying that. Unfortunately, that is the message that a lot of the larger companies are promoting right now. So the question then becomes, what does that mean for that 20%? They have to pivot. They have to learn new skills, or—the big thing, and you and I have talked about this quite a bit this year—is you really have to tap into that critical thinking. That was one of the messages that Paul was sharing in the keynote: go to school, get your liberal art degree, and focus on critical thinking. AI is going to do the rest of it. Katie Robbert – 02:46 So when we look at the roles that are up for grabs, a lot of it was in management, a lot of it was in customer service, a lot of it was in analytics—things that already have a lot of automation around them. So why not naturally let agentic AI take over, and then you don’t need human intervention at all? So then, where does that leave the human? Katie Robbert – 03:08 We’re the ones who have to think what’s next. One of the things that Paul did share was that the screenwriter for all of the Scorsese films was saying that ChatGPT gave me better ideas. We don’t know what those exact prompts looked like. We don’t know how much context was given. We don’t know how much background information. But if that was sue and I, his name was Paul. Paul Schrader. Yes, I forgot it for a second. If Paul Schrader can look at Paul Schrader’s work, then he’s the expert. That’s the thing that I think needed to also be underscored: Paul Schrader is the expert in Paul Schrader. Paul Schrader is the expert in screenwriting those particular genre films. Nobody else can do that. Katie Robbert – 03:52 So Paul Schrader is the only one who could have created the contextual information for those large language models. He still has value, and he’s the one who’s going to take the ideas given by the large language models and turn them into something. The large language model might give him an idea, but he needs to be the one to flush it out, start to finish, because he’s the one who understands nuance. He’s the one who understands, “If I give this to a Leonardo DiCaprio, what is he gonna do with the role? How is he gonna think about it?” Because then you’re starting to get into all of the different complexities where no one individual ever truly works alone. You have a lot of other humans. Katie Robbert – 04:29 I think that’s the part that we haven’t quite gotten to, is sure, generative AI can give you a lot of information, give you a lot of ideas, and do a lot of the work. But when you start incorporating more humans into a team, the nuance—it’s very discreet. It’s very hard for an AI to pick up. You still need humans to do those pieces. Christopher S. Penn – 04:49 When you take a look, though, at something like the Tilly Norwood thing from a couple weeks ago, even there, it’s saying, “Let’s take fewer humans in there,” where you have this completely machine generated actor avatar, I guess. It was very clearly made to replace a human there because they’re saying, “This is great. They don’t have to pay union wages. The actor never calls in sick. The actor never takes a vacation. The actor’s not going to be partying at a club unless someone makes it do that.” When we look at that big chart of, “Here’s all the jobs that are up for grabs,” the $12 trillion of economic value, when you look at that, how at risk do you think your average person is? Katie Robbert – 05:39 The key word in there is average. An average person is at risk. Because if an average person isn’t thinking about things creatively, or if they’re just saying, “Oh, this is what I have to do today, let me just do it. Let me just do the bare minimum, get through it.” Yes, that person is at risk. But someone who looks at a problem or a task that’s in front of them and thinks, “What are the five different ways that I could approach this? Let me sit down for a second, really plan it out. What am I not thinking of? What have I not asked? What’s the information I don’t have in front of me? Let me go find that”—that person is less at risk because they are able to think beyond what’s right in front of them. Katie Robbert – 06:17 I think that is going to be harder to replace. So, for example, I do operations, I’m a CEO. I set the vision. You could theoretically give that to an AI to do. I could create CEO Katie GPT. And GPT Katie could set the vision, based on everything I know: “This is the direction that your company should go in.” What that generative AI doesn’t know is what I know—what we’ve tried, what we haven’t tried. I could give it all that information and it could still say, “Okay, it sounds like you’ve tried this.” But then it doesn’t necessarily know conversations that I’ve had with you offline about certain things. Could I give it all that information? Sure. But then now I’m introducing another person into the conversation. And as predictable as humans are, we’re unpredictable. Katie Robbert – 07:13 So you might say, “Katie would absolutely say this to something.” And I’m going to look at it and go, “I would absolutely not say that.” We’ve actually run into that with our account manager where she’s like, “Well, this is how I thought you would respond. This is how I thought you would post something on social media.” I’m like, “Absolutely not. That doesn’t sound like me at all.” She’s like, “But that’s what the GPT gave me that is supposed to sound like you.” I’m like, “Well, it’s wrong because I’m allowed to change my mind. I’m a human.” And GPTs or large language models don’t have that luxury of just changing its mind and just kind of winging it, if that makes sense. Christopher S. Penn – 07:44 It does. What percentage, based on your experience in managing people, what percentage of people are that exceptional person versus the average or the below average? Katie Robbert – 07:55 A small percentage, unfortunately, because it comes down to two things: consistency and motivation. First, you have to be consistent and do your thing well all the time. In order to be consistent, you have to be motivated. So it’s not enough to just show up, check the boxes, and then go about your day, because anybody can do that; AI can do that. You have to be motivated to want to learn more, to want to do more. So the people who are demonstrating a hunger for reaching—what do they call it?—punching above their weight, reaching beyond what they have, those are the people who are going to be less vulnerable because they’re willing to learn, they’re willing to adapt, they’re willing to be agile. Christopher S. Penn – 08:37 For a while now we’ve been saying that either you’re going to manage the machines or the machines are going to manage you. And now of course we are at the point the machine is just going to manage the machines and you are replaced. Given so few people have that intrinsic motivation, is that teachable or is that something that someone has to have—that inner desire to want to better, regardless of training? Katie Robbert – 09:08 “Teachable” I think is the wrong word. It’s more something that you have to tap into with someone. This is something that you’ve talked about before: what motivates people—money, security, blah, blah, whatever, all those different things. You can say, “I’m going to motivate you by dangling money in front of you,” or, “I’m going to motivate you by dangling time off in front of you.” I’m not teaching you anything. I’m just tapping into who you are as a person by understanding your motives, what motivates you, what gets you excited. I feel fairly confident in saying that your motivations, Chris, are to be the smartest person in the room or to have the most knowledge about your given industry so that you can be considered an expert. Katie Robbert – 09:58 That’s something that you’re going to continue to strive for. That’s what motivates you, in addition to financial security, in addition to securing a good home life for your family. That’s what motivates you. So as I, the other human in the company, think about it, I’m like, “What is going to motivate Chris to get his stuff done?” Okay, can I position it as, “If you do this, you’re going to be the smartest person in the room,” or, “If you do this, you’re going to have financial security?” And you’re like, “Oh, great, those are things I care about. Great, now I’m motivated to do them.” Versus if I say, “If you do this, I’ll get off your back.” That’s not enough motivation because you’re like, “Well, you’re going to be on my back anyway.” Katie Robbert – 10:38 Why bother with this thing when it’s just going to be the next thing the next day? So it’s not a matter of teaching people to be motivated. It’s a matter of, if you’re the person who has to do the motivating, finding what motivates someone. And that’s a very human thing. That’s as old as humans are—finding what people are passionate about, what gets them out of bed in the morning. Christopher S. Penn – 11:05 Which is a complex interplay. If you think about the last five years, we’ve had a lot of discussions about things like quiet quitting, where people show up to work to do the bare minimum, where workers have recognized companies don’t have their back at all. Katie Robbert – 11:19 We have culture and pizza on Fridays. Christopher S. Penn – 11:23 At 5:00 PM when everyone wants to just— Katie Robbert – 11:25 Go home and float in that day. Christopher S. Penn – 11:26 Exactly. Given that, does that accelerate the replacement of those workers? Katie Robbert – 11:37 When we talk about change management, we talk about down to the individual level. You have to be explaining to each and every individual, “What’s in it for me?” If you’re working for a company that’s like, “Well, what’s in it for you is free pizza Fridays and funny hack days and Hawaiian shirt day,” that doesn’t put money in their bank account. That doesn’t put a roof over their head; that doesn’t put food on their table, maybe unless they bring home one of the free pizzas. But that’s once a week. What about the other six days a week? That’s not enough motivation for someone to stay. I’ve been in that position, you’ve been in that position. My first thought is, “Well, maybe stop spending money on free pizza and pay me more.” Katie Robbert – 12:19 That would motivate me, that would make me feel valued. If you said, “You can go buy your own pizza because now you can afford it,” that’s a motivator. But companies aren’t thinking about it that way. They’re looking at employees as just expendable cogs that they can rip and replace. Twenty other people would be happy to do the job that you’re unhappy doing. That’s true, but that’s because companies are setting up people to fail, not to succeed. Christopher S. Penn – 12:46 And now with machinery, you’re saying, “Okay, since there’s a failing cog anyway, why don’t we replace it with an actual cog instead?” So where does this lead for companies? Particularly in capitalist markets where there is no strong social welfare net? Yeah, obviously if you go to France, you can work a 30-hour week and be just fine. But we don’t live in France. France, if you’re hiring, we’re available. Where does it lead? Because I can definitely see one road where this leads to basically where France ended up in 1789, which is the Guillotines. These people trot out the Guillotines because after a certain point, income inequality leads to that stuff. Where does this lead for the market as you see it now? Katie Robbert – 13:39 Unfortunately, nowhere good. We have seen time and time again, as much as we want to see the best in people, we’re seeing the worst in people today, as of this podcast recording—not at Macon. These are some of the best people. But when you step outside of this bubble, you’re seeing the worst in people. They’re motivated by money and money only, money and power. They don’t care about humanity as a whole. They’re like, “I don’t care if you’re poor, get poorer, I’m getting richer.” I feel like, unfortunately, that is the message that is being sent. “If you can make a dollar, go ahead and make a dollar. Don’t worry about what that does to anybody else. Go ahead and be in it for yourself.” Katie Robbert – 14:24 And that’s unfortunately where I see a lot of companies going: we’re just in it to make money. We no longer care about the welfare of our people. I’ve talked on previous shows, on previous podcasts. My husband works for a grocery store that was bought out by Amazon a few years ago, and he’s seeing the effects of that daily. Amazon bought this grocery chain and said basically, “We don’t actually care about the people. We’re going to automate things. We’re going to introduce artificial intelligence.” They’ve gotten rid of HR. He still has to bring home a physical check because there is no one to give him paperwork to do direct deposit. Christopher S. Penn – 15:06 He’s been—ironic given the company. Katie Robbert – 15:08 And he’s been at the company for 25 years. But when they change things over, if he has an assurance question, there’s no one to go to. They probably have chatbots and an email distribution list that goes to somebody in an inbox that never. It’s so sad to see the decline based on where the company started and what the mission originally was of that company to where it is today. His suspicion—and this is not confirmed—his suspicion is that they are gearing up to sell this business, this grocery chain, to another grocery chain for profit and get rid of it. Flipping it, basically. Right now, they’re using it as a distribution center, which is not what it’s meant to be. Katie Robbert – 15:56 And now they’re going to flip it to another grocery store chain because they’ve gotten what they needed from it. Who cares about the people? Who cares about the fact that he as an individual has to work 50 hours a week because there’s nobody else? They’ve flattened the company. They’re like, “No, based on our AI scheduler, there’s plenty of people to cover all of these hours seven days a week.” And he’s like, “Yeah, you have me on there for seven of the seven days.” Because the AI is not thinking about work-life balance. It’s like, “Well, this individual is available at these times, so therefore he must be working here.” And it’s not going to do good things for people in services industries, for people in roles that cannot be automated. Katie Robbert – 16:41 So we talk about customer service—that’s picking up the phone, logging a plate—that can be automated. Walking into a brick and mortar, there are absolutely parts of it that can be automated, specifically the end purchase transaction. But the actual ordering and picking of things and preparing it—sure, you could argue that eventually robots could be doing that, but as of today, that’s all humans. And those humans are being treated so poorly. Christopher S. Penn – 17:08 So where does that end for this particular company or any large enterprise? Katie Robbert – 17:14 They really have—they have to make decisions: do they want to put the money first or the people first? And you already know what the answer to that is. That’s really what it comes down to. When it ends, it doesn’t end. Even if they get sold, they’re always going to put the money first. If they have massive turnover, what do they care? They’re going to find somebody else who’s willing to do that work. Think about all of those people who were just laid off from the white-collar jobs who are like, “Oh crap, I still have a mortgage I have to pay, I still have a family I have to feed. Let me go get one of those jobs that nobody else is now willing to do.” Katie Robbert – 17:51 I feel like that’s the way that the future of work for those people who are left behind is going to turn over. Katie Robbert – 17:59 There’s a lot of people who are happy doing those jobs. I love doing more of what’s considered the blue-collar job—doing things manually, getting their hands in it, versus automating everything. But that’s me personally; that’s what motivates me. That I would imagine is very unappealing to you. Not that for almost. But if cooking’s off the table, there’s a lot of other things that you could do, but would you do them? Katie Robbert – 18:29 So when we talk about what’s going to happen to those people who are cut and left behind, those are the choices they’re going to have to make because there’s not going to be more tech jobs for them to choose from. And if you are someone in your career who has only ever focused on one thing, you’re definitely in big trouble. Christopher S. Penn – 18:47 Yeah, I have a friend who’s a lawyer at a nonprofit, and they’re like, “Yeah, we have no funding anymore, so.” But I can’t pick up and go to England because I can’t practice law there. Katie Robbert – 18:59 Right. I think about people. Forever, social media was it. You focus on social media and you are set. Anybody will hire you because they’re trying to learn how to master social media. Guess where there’s no jobs anymore? Social media. So if all you know is social media and you haven’t diversified your skill set, you’re cooked, you’re done. You’re going to have to start at ground zero entry level. If there’s that. And that’s the thing that’s going to be tough because entry-level jobs—exactly. Christopher S. Penn – 19:34 We saw, what was it, the National Labor Relations Board publish something a couple months ago saying that the unemployment rate for new college graduates is something 60% higher than the rest of the workforce because all the entry-level jobs have been consumed. Katie Robbert – 19:46 Right. I did a talk earlier this year at WPI—that’s Worcester Polytech in Massachusetts—through the Women in Data Science organization. We were answering questions basically like this about the future of work for AI. At a technical college, there are a lot of people who are studying engineering, there are a lot of people who are studying software development. That was one of the first questions: “I’m about to get my engineering degree, I’m about to get my software development degree. What am I supposed to do?” My response to that is, you still need to understand how the thing works. We were talking about this in our AI for Analytics workshop yesterday that we gave here at Macon. In order to do coding in generative AI effectively, you have to understand the software development life cycle. Katie Robbert – 20:39 There is still a need for the expertise. People are asking, “What do I do?” Focus on becoming an expert. Focus on really mastering the thing that you’re passionate about, the thing that you want to learn about. You’ll be the one teaching the AI, setting up the AI, consulting with the people who are setting up the AI. There’ll be plenty of practitioners who can push the buttons and set up agents, but they still need the experts to tell them what it’s supposed to do and what the output’s supposed to be. Christopher S. Penn – 21:06 Do you see—this is kind of a trick question—do you see the machines consuming that expertise? Katie Robbert – 21:15 Oh, sure. But this is where we go back to what we were talking about: the more people, the more group think—which I hate that term—but the more group think you introduce, the more nuanced it is. When you and I sit down, for example, when we actually have five minutes to sit down and talk about the future of our business, where we want to go or what we’re working on today, the amount of information we can iterate on because we know each other so well and almost don’t have to speak in complete sentences and just can sort of pick up what the other person is thinking. Or I can look at something you’re writing and say, “Hey, I had an idea about that.” We can do that as humans because we know each other so well. Katie Robbert – 21:58 I don’t think—and you’re going to tell me this is going to happen—unless we can actually plug or forge into our brains and download all of the things. That’s never going to happen. Even if we build Katie GPT and Chris GPT and have them talk to each other, they’re never going to brainstorm the way you and I brainstorm in real life. Especially if you give me a whiteboard. I’m good. I’m going to get so much done. Christopher S. Penn – 22:25 For people who are in their career right now, what do they do? You can tell somebody, “You need to be a good critical thinker, a creative thinker, a contextual thinker. You need to know where your data lives and things like that.” But the technology is advancing at such a fast rate. I talk about this in the workshops that we do—which, by the way, Trust Insights is offering workshops at your company, if we like one. But one of the things to talk about is, say, with the model’s acceleration in terms of growth, they’re growing faster than any technology ever has. They went from face rolling idiot in 2023 right to above PhD level in everything two years later. Christopher S. Penn – 23:13 So the people who, in their career, are looking at this, going, “It’s like a bad Stephen King movie where you see the thing coming across the horizon.” Katie Robbert – 23:22 There is no such thing as a bad Stephen King movie. Sometimes the book is better, but it’s still good. But yes, maybe *Creepshow*. What do you mean in terms of how do they prepare for the inevitable? Christopher S. Penn – 23:44 Prepare for the inevitable. Because to tell somebody, “Yeah, be a critical thinker, be a contextual thinker, be a creative thinker”—that’s good in the abstract. But then you’re like, “Well, my—yeah, my—and my boss says we’re doing a 10% headcount reduction this week.” Katie Robbert – 24:02 This is my personal way of approaching it: you can’t limit yourself to just go, “Okay, think about it. Okay, I’m thinking.” You actually have to educate yourself on a variety of different things. I am a voracious reader. I read all the time when I’m not working. In the past three weeks, I’ve read four books. And they’re not business books; they are fiction books and on a variety of things. But what that does is it keeps my brain active. It keeps my brain thinking. Then I give myself the space and time. When I walk my dog, I sort of process all of it. I think about it, and then I start thinking about, “What are we doing as our company today?” or, “What’s on the task list?” Katie Robbert – 24:50 Because I’ve expanded my personal horizons beyond what’s right in front of me, I can think about it from the perspective of other people, fictional or otherwise, “How would this person approach it?” or, “What would I do in that scenario?” Even as I’m reading these books, I start to think about myself. I’m like, “What would I do in that scenario? What would I do if I was finding myself on a road trip with a cannibal who, at the end of the road trip, was likely going to consume all of me, including my bones?” It was the last book I read, and it was definitely not what I thought I was signing up for. But you start to put yourself in those scenarios. Katie Robbert – 25:32 That’s what I personally think unlocks the critical thinking, because you’re not just stuck in, “Okay, I have a math problem. I have 1 + 1.” That’s where a lot of people think critical thinking starts and ends. They think, “Well, if I can solve that problem, I’m a critical thinker.” No, there’s only one way to solve that problem. That’s it. I personally would encourage people to expand their horizons, and this comes through having hobbies. You like to say that you work 24/7. That’s not true. You have hobbies, but they’re hobbies that help you be creative. They’re hobbies that help you connect with other people so that you can have those shared experiences, but also learn from people from different cultures, different backgrounds, different experiences. Katie Robbert – 26:18 That’s what’s going to help you be a stronger, fitable thinker, because you’re not just thinking about it from your perspective. Christopher S. Penn – 26:25 Switching gears, what was missing, what’s been missing, and what is absent from this show in the AI space? I have an answer, but I want to hear yours. Katie Robbert – 26:36 Oh, boy. Really putting me on the spot here. I know what is missing. I don’t know. I’m going to think about it, and I am going to get back to you. As we all know, I am not someone who can think on my feet as quickly as you can. So I will take time, I will process it, but I will come back to you. What do you think is missing? Christopher S. Penn – 27:07 One of the things that is a giant blind spot in the AI space right now is it is a very Western-centric view. All the companies say OpenAI and Anthropic and Google and Meta and stuff like that. Yet when you look at the leaderboards online of whose models are topping the charts—Cling Wan, Alibaba, Quinn, Deepseek—these are all Chinese-made models. If you look at the chip sets being used, the government of China itself just issued an edict: “No more Nvidia chips. We are going to use Huawei Ascend 920s now,” which are very good at what they do. And the Chinese models themselves, these companies are just giving them away to the world. Christopher S. Penn – 27:54 They’re not trying to lock you in like a ChatGPT is. The premise for them, for basically the rest of the world that is in America, is, “Hey, you could take American AI where you’re locked in and you’re gonna spend more and more money, or here’s a Chinese model for free and you can build your national infrastructure on the free stuff that we’re gonna give you.” I’ve seen none of that here. That is completely absent from any of the discussions about what other nations are doing with AI. The EU has Mistral and Black Forest Labs, Sub-Saharan Africa has Lilapi AI. Singapore has Sea Lion, Korea has LG, the appliance maker, and their models. Of course, China has a massive footprint in the space. I don’t see that reflected anywhere here. Christopher S. Penn – 28:46 It’s not in the conversations, it’s not in the hallways, it’s not on stage. And to me, that is a really big blind spot if you think—as many people do—that that is your number one competitor on the world stage. Katie Robbert – 28:57 Why do you think? Christopher S. Penn – 29:01 That’s a very complicated question. But it involves racism, it involves a substantial language barrier, it involves economics. When your competitor is giving away everything for free, you’re like, “Well, let’s just pretend they’re not there because we don’t want to draw any attention to them.” And it is also a deep, deep-seated fear. When you look at all of the papers that are being submitted by Google and Facebook and all these other different companies and you look at the last names of the principal investigators and stuff, nine out of 10 times it’s a name that’s coded as an ethnic Chinese name. China produces more PhDs than I think America produces students, just by population dynamics alone. You have this massive competitor, and it almost feels like people just want to put their heads in the sand and say they’re not there. Christopher S. Penn – 30:02 It’s like the boogeyman, they’re not there. And yet if we’re talking about the deployment of AI globally, the folks here should be aware that is a thing that is not just the Sam Alton Show. Katie Robbert – 30:18 I think perhaps then, as we’re talking about the future of work and big companies, small companies, mid-sized companies, this goes sort of back to what I was saying: you need to expand your horizons of thinking. “Well, we’re a domestic company. Why do I need to worry about what China’s doing?” Take a look at your tech stack, and where are those software packages created? Who’s maintaining them? It’s probably not all domestic; it’s probably more of a global firm than you think you are. But we think about it in terms of who do we serve as customers, not what we are using internally. We know people like Paul has talked about operating systems, Ginny Dietrich has talked about operating systems. Katie Robbert – 31:02 That’s really sort of where you have to start thinking more globally in terms of, “What am I actually bringing into my organization?” Not just my customer base, not just the markets that I’m going after, not just my sales team territories, but what is actually powering my company. That’s, I think, to your point—that’s where you can start thinking more globally even if your customer base isn’t global. That might theoretically help you with that critical thinking to start expanding beyond your little homogeneous bubble. Christopher S. Penn – 31:35 Even something like this has been a topic in the news recently. Rare earth minerals, which are not rare, they’re actually very commonplace. There’s just not much of them in any one spot. But China is the only economy on the planet that has figured out how to industrialize them safely. They produce 85% of it on the planet. And that powers your smartphone, that powers your refrigerator, your car and, oh by the way, all of the AI chips. Even things like that affect the future of work and the future of AI because you basically have one place that has a monopoly on this. The same for the Netherlands. The Netherlands is the only country on the planet that produces a certain kind of machine that is used to create these chips for AI. Christopher S. Penn – 32:17 If that company goes away or something, the planet as a whole is like, “Well, I figured they need to come up with an alternative.” So to your point, we have a lot of these choke points in the AI value chain that could be blockers. Again, that’s not something that you hear. I’ve not heard that at any conference. Katie Robbert – 32:38 As we’re thinking about the future of work, which is what we’re talking about on today’s podcast at Macon, 1,500 people in Cleveland. I guarantee they’re going to do it again next year. So if you’re not here this year, definitely sign up for next year. Take a look at the Smarter X and their academy. It’s all good stuff, great people. I think—and this was the question Paul was asking in his keynote—”Where do we go from here?” The— Katie Robbert – 33:05 The atmosphere. Yes. We don’t need—we don’t need to start singing. I do not need. With more feeling. I do get that reference. You’re welcome. But one of the key takeaways is there are more questions than answers. You and I are asking each other questions, but there are more questions than answers. And if we think we have all of the answers, we’re wrong. We have the answers that are sufficient enough for today to keep our business moving forward. But we have to keep asking new questions. That also goes into that critical thinking. You need to be comfortable not knowing. You need to be comfortable asking questions, and you need to be comfortable doing that research and seeking it out and maybe getting it wrong, but then continuing to learn from it. Christopher S. Penn – 33:50 And the future of work, I mean, it really is a very cloudy crystal wall. We have no idea. One of the things that Paul pointed out really well was you have different scaling laws depending on where you are in AI. He could have definitely spent some more time on that, but I understand it was a keynote, not a deep dive. There’s more to that than even that. And they do compound each other, which is what’s creating this ridiculously fast pace of AI evolution. There’s at least one more on the way, which means that the ability for these tools to be superhuman across tasks is going to be here sooner than people think. Paul was saying by 2026, 2027, that’s what we’ll start to see. Robotics, depends on where you are. Christopher S. Penn – 34:41 What’s coming out of Chinese labs for robots is jaw dropping. Katie Robbert – 34:45 I don’t want to know. I don’t want to know. I’ve seen *Ex Machina*, and I don’t want to know. Yeah, no. To your point, I think a lot of people bury their head in the sand because of fear. But in order to, again, it sort of goes back to that critical thinking, you have to be comfortable with the uncomfortable. I’m sort of joking: “I don’t want to know. I’ve seen *Ex Machina*.” But I do want to know. I do need to know. I need to understand. Do I want to be the technologist? No. But I need to play with these tools enough that I feel I understand how they work. Yesterday I was playing in Opal. I’m going to play in N8N. Katie Robbert – 35:24 It’s not my primary function, but it helps me better understand where you’re coming from and the questions that our clients are asking. That, in a very simple way to me, is the future of work: that at least I’m willing to stretch myself and keep exploring and be uncomfortable so that I can say I’m not static. Christopher S. Penn – 35:46 I think one of the things that 3M was very well known for in the day was the 20% rule, where an employee, as part of their job, could have 20% of the time just work on side projects related to the company. That’s how Post-it Notes got invented, I think. I think in the AI forward era that we’re in, companies do need to make that commitment again to the 20% rule. Not necessarily just messing around, but specifically saying you should be spending 20% of your time with AI to figure out how to use it, to figure out how to do some of those tasks yourself, so that instead of being replaced by the machine, you’re the one who’s at least running the machine. Because if you don’t do that, then the person in the next cubicle will. Christopher S. Penn – 36:33 And then the company’s like, “Well, we used to have 10 people, we only need two. And you’re not one of the two who has figured out how to use this thing to do that. So out you go.” Katie Robbert – 36:41 I think that was what Paul was doing in his AI for Productivity workshop yesterday, was giving people the opportunity to come up with those creative ideas. Our friend Andy Crestadino was relaying a story yesterday to us of a very similar vein where someone was saying, “I’ll give you $5,000. Create whatever you want.” And the thing that the person created was so mind-blowing and so useful that he was like, “Look what happens when I just let people do something creative.” But if we bring it sort of back whole circle, what’s the motivation? Why are people doing it in the first place? Katie Robbert – 37:14 It has to be something that they’re passionate about, and that’s going to really be what drives the future of work in terms of being able to sustain while working alongside AI, versus, “This is all I know how to do. This is all I ever want to know how to do.” Yes, AI is going over your job. Christopher S. Penn – 37:33 So I guess wrapping up, we definitely want you thinking creatively, critically, contextually. Know where your data is, know where your ideas come from, broaden your horizons so that you have more ideas, and be able to be one of the people who knows how to call BS on the machines and say, “That’s completely wrong, ChatGPT.” Beyond that, everyone has an obligation to try to replace themselves with the machines before someone else does it to you. Katie Robbert – 38:09 I think again, to plug Macon, which is where we are as we’re recording this episode, this is a great starting point for expanding your horizons because the amount of people that you get to network with are from different companies, different experiences, different walks of life. You can go to the sessions, learn it from their point of view. You can listen to Paul’s keynote. If you think you already know everything about your job, you’re failing. Take the time to learn where other people are coming from. It may not be immediately relevant to you, but it could stick with you. Something may resonate, something might spark a new idea. Katie Robbert – 38:46 I feel like we’re pretty far along in our AI journey, but in sitting in Paul’s keynote, I had two things that stuck out to me: “Oh, that’s a great idea. I want to go do that.” That’s great. I wouldn’t have gotten that otherwise if I didn’t step out of my comfort zone and listen to someone else’s point of view. That’s really how people are going to grow, and that’s that critical thinking—getting those shared experiences and getting that brainstorming and just community. Christopher S. Penn – 39:12 Exactly. If you’ve got some thoughts about how you are approaching the future of work, pop on by our free Slack group. Go to trust insights AI analysts for marketers, where you and over 4,500 other marketers are asking and answering each other’s questions every single day. Wherever you watch or listen to the show, if there’s a channel you’d rather have it on instead, go to Trust Insights AI Ti Podcast, where you can find us all the places fine podcasts are served. Thanks for tuning in. I’ll talk to you on the next one. Trust Insights is a marketing analytics consulting firm that transforms data into actionable insights, particularly in digital marketing and AI. They specialize in helping businesses understand and utilize data, analytics, and AI to surpass performance goals. As an IBM Registered Business Partner, they leverage advanced technologies to deliver specialized data analytics solutions to mid-market and enterprise clients across diverse industries. Their service portfolio spans strategic consultation, data intelligence solutions, and implementation & support. Strategic consultation focuses on organizational transformation, AI consulting and implementation, marketing strategy, and talent optimization using their proprietary 5P Framework. Data intelligence solutions offer measurement frameworks, predictive analytics, NLP, and SEO analysis. Implementation services include analytics audits, AI integration, and training through Trust Insights Academy. Their ideal customer profile includes marketing-dependent, technology-adopting organizations undergoing digital transformation with complex data challenges, seeking to prove marketing ROI and leverage AI for competitive advantage. 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Why we learn the most when we accept that we might be wrong.Effective communication isn't about having all the answers. As Astro Teller knows, it's about finding (and sometimes fumbling) your way through the questions.Teller is a computer scientist, entrepreneur, and inventor who serves as Captain of Moonshots at X, Alphabet's Moonshot Factory. In his work leading teams toward audacious solutions to seemingly unsolvable problems, he embraces what he calls “a learning journey,” where being wrong isn't the end, but the beginning. “As scary as it is to be wrong,” he says, it's a necessary part of the discovery process. Whether experimenting in the lab or testing our thoughts and opinions in conversation with others, it's about having the humility and curiosity to face the limits of our understanding. “When do you learn something? You learn something when you have a model about the world, and then you get some data that tells you you're wrong,” he says. “You learn nothing when you're right.”In this episode of Think Fast, Talk Smart, Teller and host Matt Abrahams discuss how embracing uncertainty drives innovation, why leaders should reward learning habits over outcomes, and how we learn the most when we're not afraid to find that we might be wrong.To listen to the extended Deep Thinks version of this episode, please visit FasterSmarter.io/premium.Episode Reference Links:Astro TellerAstro's Book: Sacred Cows Ep.70 Ideas Fuel Innovation: Why Your First Ideas Aren't Always the Best Ep.20 Question Your Questions: How to Spark Creativity in Your Communication Connect:Premium Signup >>>> Think Fast Talk Smart PremiumEmail Questions & Feedback >>> hello@fastersmarter.ioEpisode Transcripts >>> Think Fast Talk Smart WebsiteNewsletter Signup + English Language Learning >>> FasterSmarter.ioThink Fast Talk Smart >>> LinkedIn, Instagram, YouTubeMatt Abrahams >>> LinkedInChapters:(00:00) - Introduction (02:18) - Defining a Moonshot (04:21) - Building a Learning Machine (07:00) - Learning vs. Productivity (08:35) - Capturing and Sharing Learning (10:49) - Rewarding Habits, Not Outcomes (13:17) - Moonshot Success Stories (16:16) - The Power of Storytelling in Innovation (17:46) - Launching The Moonshot Podcast (19:37) - The Final Three Questions (25:27) - Conclusion  ********Thank you to our sponsors.  These partnerships support the ongoing production of the podcast, allowing us to bring it to you at no cost.This episode is brought to you by Babbel. Think Fast Talk Smart listeners can get started on your language learning journey today- visit Babbel.com/Thinkfast and get up to 55% off your Babbel subscription.Support Think Fast Talk Smart by joining TFTS Premium.   

Welcome back to The Talent Development Hot Seat podcast! In today's episode, host Andy Storch sits down with Danielle Clark, VP of Talent and Head of Global Talent Strategy at eBay, for a practical and insightful exploration of the future of work and talent management. Danielle, a seasoned leader with more than 15 years of industry experience, shares her journey from recruitment in London to spearheading major talent transformations at eBay and other Fortune 500 companies.This episode dives into Danielle's blueprint for building a unified talent ecosystem—connecting talent acquisition, development, and management under one strategic umbrella. Learn how she's championed data-driven approaches, scalable learning initiatives, and internal mobility to keep eBay's workforce agile, empowered, and ready for what's next. Danielle also reveals eBay's tactics for upskilling employees, the impact of live and on-demand learning, and how integrating AI into talent development is reshaping everything from recruitment to coaching.For talent leaders eager to drive sustainable change, Danielle shares actionable advice on sponsorship, communications, and building cross-functional teams. Whether you're in HR, L&D, or simply passionate about helping people grow, you'll find tons of value in this candid conversation.Ready to rethink talent development and get inspired to tackle the tough challenges? Let's jump into the conversation with Danielle Clark.Order Own Your Brand, Own Your Career on AmazonApply to Join us in the Talent Development Think Tank Community!This episode is sponsored by Mento which offers a unique 80/20 mix of coaching and mentorship so that your people can increase performance and success. This episode is also sponsored by LearnIt, which is offering a FREE trial of their TeamPass membership for you and up to 20 team members of your team. Check it out here.Connect with Andy here: Website | LinkedInConnect with Danielle: LinkedInMentioned in this episode:Try Mento for coachingFor coaching with real-world experience, check out Mento.coCheck out Learnit! For fantastic on-demand learning, check out learnit.com/hotseat

In this episode of The Manufacturing Culture Podcast, Jim sits down with Chris Humphrey, Business Development Manager at AirPro Fan & Blower Company, to explore how purpose, people, and love of neighbor shape lasting manufacturing cultures. From growing up in a motorcycle dealership to hiking the Appalachian Trail during a “quarter-life crisis,” Chris shares how his journey through machining, engineering, and leadership led him to rediscover the true purpose behind manufacturing — building communities, providing meaningful work, and caring for people along the way.Together, they unpack what culture means beyond the walls of a company, how leadership grounded in empathy can transform performance, and why AirPro's employee-owned model has created one of the most authentic examples of modern manufacturing culture today.What You'll Hear:Chris's early years in machining and how vocational education shaped his careerThe “quarter-life crisis” that changed his perspective on work and purposeWhy every manufacturing job supports six others and how that drives community impactLessons from the rifle industry on culture, stress, and leadershipHow AirPro Fan & Blower built a thriving employee-owned culture around love of neighborThe difference between condemning managers and leaders who come alongsideWhy culture, not compensation, is the real key to long-term retentionHow manufacturing can reclaim its image and attract the next generationThe future of manufacturing through technology, AI, and purpose-driven leadershipKey Quotes:“Manufacturing supports my community. That realization changed everything for me.”“Love of neighbor is a culture driver. It changes how you lead, how you sell, and how you care for people.”“People remember who you are, not just what you did.”“When a company puts care at the center, success takes care of itself.”Topics Covered:Manufacturing culture, leadership, purpose, employee ownership, community, vocational education, business development, supply chain, culture change, mentorship, AI in manufacturing, future of work.Jim's Take:Chris's story is a reminder that culture isn't a policy — it's people caring for each other. His journey from shop floor to business development shows how purpose evolves but never disappears when it's built on the right foundationMed Device Boston — The go-to med tech sourcing and education expo, September 30th–October 1st at Boston's BCEC. Explore the next generation of medical device innovation at meddeviceboston.com.

With the LA fires so prominent in recent memory, one question looms large: how can communities move beyond immediate recovery to create long-term systems that withstand future shocks? Today Dr. Salvatrice Cummo, Vice President of Economic and Workforce Development at PCC, and Leslie Thompson, Director of Operations, sit down to open a conversation on building a framework of resiliency and collaboration that will sustain the community for years to come. With the seventh annual Future of Work conference on the horizon, the conversation dives deep into this year's critical theme: rebuilding and resiliency in the face of recent natural disasters—specifically, the impact of the Eaton and Palisades fires. Join us for this glimpse into the upcoming conference and the discussions to come on October 28th!   You'll learn: The theme for this year's Future of Work Conference and how PCC is leading the conversation on building long term resiliency after disaster How community colleges are positioned to act as anchor institutions during crisis response and recovery Why collaboration is vital to break down silos, form strategic partnerships, and create coordinated spaces for recovery and workforce development Why recovery must address systemic barriers to resources and how to build solutions which keep equity in mind Register for the Future of Work Conference on Tuesday October 28th, 2025 at PCC: here   Connect with us:  JOIN THE FUTURE OF WORK CONFERENCE: https://pasadena.edu/community/economic-workforce-development/events.php Email: EWD@pasadena.edu Facebook: @PCC EWD LinkedIn: @PCCEWD Instagram & Twitter: @pccewd    Find the transcript to this episode here   To connect with us about the podcast visit our website   Please be sure to subscribe, rate and review us on apple podcasts or wherever you listen to your podcasts!  

Now on Spotify Video! Mustafa Suleyman's journey to becoming one of the most influential figures in artificial intelligence began far from a Silicon Valley boardroom. The son of a Syrian immigrant father in London, his early years in human rights activism shaped his belief that technology should be used for good. That vision led him to co-found DeepMind, acquired by Google, and later launch Inflection AI. Now, as CEO of Microsoft AI, he explores the next era of AI in action. In this episode, Mustafa discusses the impact of AI in business, how it will transform the future of work, and even our relationships. In this episode, Hala and Mustafa will discuss: (00:00) Introduction(02:42) The Coming Wave: How AI Will Disrupt Everything(06:45) Artificial Intelligence as a Double-Edged Sword (11:33) From Human Rights to Ethical AI Leadership(15:35) What Is AGI, Narrow AI, and Hallucinations of AI?(24:15) Emotional AI and the Rise of Digital Companions(33:03) Microsoft's Vision for Human-Centered AI(41:47) Can We Contain AI Before Its Revolution?(48:33) The Future of Work in an AI-Powered World(52:22) AI in Business: Advice for Entrepreneurs Mustafa Suleyman is the CEO of Microsoft AI and a leading figure in artificial intelligence. He co-founded DeepMind, one of the world's foremost AI research labs, acquired by Google, and went on to co-found Inflection AI, a machine learning and generative AI company. He is also the bestselling author of The Coming Wave. Recognized globally for his influence, Mustafa was named one of Time's 100 most influential people in AI in both 2023 and 2024. Sponsored By: Indeed - Get a $75 sponsored job credit to boost your job's visibility at Indeed.com/PROFITING  Shopify - Start your $1/month trial at Shopify.com/profiting.  Mercury streamlines your banking and finances in one place. Learn more at mercury.com/profiting. Mercury is a financial technology company, not a bank. Banking services provided through Choice Financial Group, Column N.A., and Evolve Bank & Trust; Members FDIC. Quo - Get 20% off your first 6 months at Quo.com/PROFITING  Revolve - Head to REVOLVE.com/PROFITING and take 15% off your first order with code PROFITING  Framer- Go to Framer.com and use code PROFITING to launch your site for free.  Merit Beauty - Go to meritbeauty.com to get your free signature makeup bag with your first order.  Pipedrive - Get a 30-day free trial at pipedrive.com/profiting  Airbnb - Find yourself a cohost at airbnb.com/host  Resources Mentioned: Mustafa's Book, The Coming Wave: bit.ly/TheComing_Wave  Mustafa's LinkedIn: linkedin.com/in/mustafa-suleyman  Active Deals - youngandprofiting.com/deals  Key YAP Links Reviews - ratethispodcast.com/yap YouTube - youtube.com/c/YoungandProfiting Newsletter - youngandprofiting.co/newsletter  LinkedIn - linkedin.com/in/htaha/ Instagram - instagram.com/yapwithhala/ Social + Podcast Services: yapmedia.com Transcripts - youngandprofiting.com/episodes-new  Entrepreneurship, Entrepreneurship Podcast, Business, Business Podcast, Self Improvement, Self-Improvement, Personal Development, Starting a Business, Strategy, Investing, Sales, Selling, Psychology, Productivity, Entrepreneurs, AI, Artificial Intelligence, Technology, Marketing, Negotiation, Money, Finance, Side Hustle, Startup, Mental Health, Career, Leadership, Mindset, Health, Growth Mindset, ChatGPT, AI Marketing, Prompt, AI for Entrepreneurs, AI Podcast

October 20, 2025: In this episode of Future Ready Today, Jacob Morgan breaks down five major stories that show how leadership, learning, and loyalty are being redefined in real time. Korn Ferry reports that 79% of employees say their job isn't what they were promised, revealing a growing gap between expectations and reality. Business Insider finds that white-collar professionals now value employer loyalty more than higher pay, signaling a deeper cultural shift in what workers want from companies. Another Business Insider story by Amanda Hoover explores the rise of “vibe working,” where AI tools reshape how we create, collaborate, and code — but also remind us that real innovation still requires human skill and judgment. Meanwhile, SHRM's State of Recruiting 2025 shows that 69% of organizations are struggling to fill full-time roles, turning hiring into the first real test of the employee experience. And according to Forbes, education systems are falling behind as AI redefines work, leaving both schools and companies scrambling to keep people future ready. Together, these stories reveal a new reality: transparency replaces stability, loyalty outweighs pay, and learning becomes the ultimate competitive edge.