Latest / AI'm Just Trying My Best / Episode #10- AI Change Fatigue, How Leaders Can Keep Up With the Pace of AI

Transcript

Episode #10- AI Change Fatigue, How Leaders Can Keep Up With the Pace of AI · AI'm Just Trying My Best

• 0:04
  SPEAKER_00: Hello and welcome to another episode of AI.
• 0:07
  SPEAKER_00: I'm just trying my best.
• 0:09
  SPEAKER_00: As always, I'm accompanied by my friend and business partner, Chevelle Bedra.
• 0:13
  SPEAKER_00: Chevel, how are you today?
• 0:15
  SPEAKER_02: I'm good.
• 0:16
  SPEAKER_02: I'm doing good.
• 0:17
  SPEAKER_02: How are you?
• 0:19
  SPEAKER_00: I'm doing wonderful as always.
• 0:22
  SPEAKER_00: Um, you know, seasons are changing right now.
• 0:26
  SPEAKER_00: We're going from summer to fall.
• 0:28
  SPEAKER_00: I think uh yesterday was the first day of fall, and you can definitely feel a little crisp in the air here in uh Metro Detroit.
• 0:36
  SPEAKER_02: Yeah, it's uh it's sweater weather.
• 0:38
  SPEAKER_02: So I'm excited.
• 0:40
  SPEAKER_02: I'm sad but excited.
• 0:41
  SPEAKER_02: My although my daughter's been wishing for this for like two months now, so um, you know, I was begrudgingly excited for it, but now I'm it's nice to put on a cozy sweater.
• 0:54
  SPEAKER_00: So you would rather have uh sweater weather versus sweat weather?
• 0:59
  SPEAKER_02: No, but um I'd rather have sweat weather, but you know, it's sometimes nice to to throw on a hoodie and call it a day, but uh yeah.
• 1:09
  SPEAKER_02: How about you?
• 1:09
  SPEAKER_02: What do you prefer?
• 1:11
  SPEAKER_00: You know, I'm a s I'm a sweater weather guy, you know.
• 1:14
  SPEAKER_00: I uh I enjoy a nice fall evening, crisp air, you know, just to the point where you need a sweater, right?
• 1:22
  SPEAKER_00: Plus, it's my favorite time of year, it's football season, right?
• 1:25
  SPEAKER_00: So um get me out there tailgating with a sweater, with some barbecue, um, and I'm I'm good to go for the fall and into the winter.
• 1:34
  SPEAKER_00: And that's why I love living in the Midwest.
• 1:36
  SPEAKER_00: You get to experience all the seasons of change in like one day.
• 1:42
  SPEAKER_02: I yeah, I I like living in the Midwest.
• 1:44
  SPEAKER_02: I live love Michigan, except for like February through April.
• 1:51
  SPEAKER_02: It's trash.
• 1:53
  SPEAKER_00: It's snowy, it's wet, right?
• 1:56
  SPEAKER_00: It's uh it's gross, but man, when you get to the summer and the fall months, it's it's one of the most beautiful places in the world.
• 2:04
  SPEAKER_02: Makes up for it.
• 2:06
  SPEAKER_00: Sure does.
• 2:07
  SPEAKER_00: You know, that's a nice segue when we talk about changing of the seasons, right?
• 2:11
  SPEAKER_00: And you and I have had many conversations trying to keep up with our our clients and understanding the rapid change of pace within within AI.
• 2:22
  SPEAKER_00: Um, you know, unlike the weather, it's it's not very uh fun to see these changes, right?
• 2:29
  SPEAKER_00: It's nice when you get to see the the the leaves change color on the on the on the trees, but when you have a new update or uh your AI tool is changing at a rapid pace, that's that's not very fun.
• 2:40
  SPEAKER_00: How do you keep up with it?
• 2:42
  SPEAKER_00: I mean, what what what do you recommend individuals that are running the race of the change of pace with an AI?
• 2:48
  SPEAKER_00: How do you how do you keep up with it?
• 2:50
  SPEAKER_02: Well, you know, I think it's it's crazy out there.
• 2:53
  SPEAKER_02: Um it kind of reminds me of, you know, that episode of I Love Lucy, where you know, they're they're on the chocolate line and like the machine just starts like and you're like, I can't consume anything, like they're just throwing chocolate all over.
• 3:07
  SPEAKER_02: That's how I feel AI is right now for organizations.
• 3:10
  SPEAKER_02: Like they're trying their best to keep up, they're trying their best to, you know, uh do what they're supposed to do, but it's just it's it's a a bit of a shit show out there.
• 3:21
  SPEAKER_02: Um you can edit that out.
• 3:23
  SPEAKER_02: I don't know if we're gonna have to put an explicit warning.
• 3:26
  SPEAKER_02: Uh, but it there's no other way to describe it.
• 3:28
  SPEAKER_02: It's it's kind of crazy.
• 3:29
  SPEAKER_02: Um, the pace of change.
• 3:31
  SPEAKER_02: And so I actually just uh this past weekend did some research on that because people are saying that, yeah, AI is moving so fast, but like, is it?
• 3:40
  SPEAKER_02: And I wanted to kind of quantify that, which which we did, which is kind of fascinating.
• 3:44
  SPEAKER_02: Uh that looks like.
• 3:47
  SPEAKER_00: Yeah, I actually have your graph pulled up here um to show the rapid change of paces uh that that each uh each tool goes through and where it started versus where it is, right?
• 3:59
  SPEAKER_00: You can kind of get a sense of of where the AI boom has happened and what year and what it looks like today.
• 4:06
  SPEAKER_02: Yeah, it's so what we did is we uh took a look at um since December 2022, which is when you know ChatGPT kind of went public, uh all of the changes.
• 4:21
  SPEAKER_02: And so it analyzed, you know, for the main like enterprise AI tools like Google, uh Gemini, uh Anthropic, OpenAI, and Copilot, and took a look at those.
• 4:32
  SPEAKER_02: And we looked to see like how many releases, what changes took place since then.
• 4:37
  SPEAKER_02: And it's it's kind of crazy because hopefully you'll put the the chart in the show notes or link to it, but it's moving so quickly and it's getting so busy.
• 4:46
  SPEAKER_02: And I think there was about um 1400, like I think 1,394 changes that were released um since essentially like the beginning of 2023, which is crazy.
• 5:01
  SPEAKER_00: Yeah, and you'll see here in uh in the graphic that Chabelle created, you know, starting January 2023, the dots that are plotted on this graph um are, and correct me if I'm wrong, Chabelle, but it's the size of the data that's inputted.
• 5:17
  SPEAKER_00: Is that what differentiates the larger circles versus the smaller circles?
• 5:22
  SPEAKER_02: Yeah, so it's kind of magnitude of change.
• 5:24
  SPEAKER_02: So the the larger circles kind of indicate like a major model release or you know, a large significant change, whereas like the smaller dots might just be a small like UI change or um you know, something um, you know, like a toggle being introduced, something like that.
• 5:40
  SPEAKER_02: But um which a lot of people we can get to this in a moment, but like those smaller changes, like those are almost more important than those bigger dots um for for folks, especially in a in an organization.
• 5:53
  SPEAKER_00: So yeah.
• 5:55
  SPEAKER_00: So you can see how it's spread out, right?
• 5:58
  SPEAKER_00: Where it's minimal changes in 2023, and then you look towards the right side of the graph, July 2026, and it's it looks like target practice, right?
• 6:06
  SPEAKER_00: Just peppered with all these different dots.
• 6:09
  SPEAKER_00: One of the interesting features here is you know, Microsoft seems to have a pattern of when they release these changes.
• 6:16
  SPEAKER_00: Does that pattern recognition have any influence on tool usage, right?
• 6:22
  SPEAKER_00: If you look at this graph, do you say, okay, well, Microsoft has more of a pattern recognition of when they have their updates?
• 6:29
  SPEAKER_00: Is that going to be more user-friendly than the anthropic image, where it seems like it's much more sporadic?
• 6:37
  SPEAKER_02: Yeah, well, I think the the data is is a bit, they all report differently, right?
• 6:44
  SPEAKER_02: They all report their changes differently, like timing and things like that.
• 6:47
  SPEAKER_02: So Microsoft tends to have like more of like a monthly type of like we, you know, share all of the releases all at once.
• 6:53
  SPEAKER_02: So it could just be like some noise with that um in terms of like how these these companies are actually reporting and disclosing.
• 7:00
  SPEAKER_02: But I do think that there is something to that.
• 7:02
  SPEAKER_02: And you know, we could talk about like that's actually one of my recommendations for organizations is like don't just pepper people with change all the time, right?
• 7:11
  SPEAKER_02: Make sure that it's a bit more organized and easier for you know your your users to digest so they know what to expect.
• 7:21
  SPEAKER_02: They can kind of filter through a lot of that because it's those little dots that happen in that chart, like they create a lot of disruption for folks.
• 7:29
  SPEAKER_02: And you know, there's a huge adoption gap.
• 7:32
  SPEAKER_02: So people are not really using tools as much as these organizations would hope.
• 7:37
  SPEAKER_02: They're not realizing like the gains necessarily that they would hope.
• 7:41
  SPEAKER_02: And I think a lot of that is due to those little dots, like there's just too much for folks to be able to digest in any reasonable manner.
• 7:48
  SPEAKER_02: And this is also on top of their day jobs, you know.
• 7:51
  SPEAKER_02: So they're not like folks' jobs aren't like an AI adoption, like you know, they have other jobs, like this is just added on to what they're already tasked with doing.
• 8:02
  SPEAKER_02: Um, and that just causes a lot of angst and and disruption for folks, and it can shut down.
• 8:08
  SPEAKER_00: Yeah, and I'm sure the folks that will watch this podcast and see um, you know, the the the constant changes within these AI tools, you know, eyes are gonna open up and it's gonna say, you know, what am I supposed to do?
• 8:22
  SPEAKER_00: How do I keep up with this?
• 8:23
  SPEAKER_00: Right.
• 8:24
  SPEAKER_00: And, you know, not to plug modern workery, but I'll plug modern workery.
• 8:27
  SPEAKER_00: That's why we are very successful at what we do, is because we help uh organizations with these types of changes and walking them through uncertainty of how to adopt AI within their workforce.
• 8:37
  SPEAKER_00: And that's a value of having experts that know what they're doing, experts that have done it before at a high scale, is when you see these things, it's easy to lean on somebody who's experienced it and can say, hey, you know, it looks like a lot, but we're gonna help you get through it.
• 8:51
  SPEAKER_02: Yeah.
• 8:52
  SPEAKER_02: Yeah, it's just it's uh impossible to keep up with.
• 8:55
  SPEAKER_02: Um, and you know, even since like we we did this research like as of September 20th.
• 9:01
  SPEAKER_02: So now it's what the 23rd.
• 9:04
  SPEAKER_02: So three days, it's already out of date because there were two two uh model releases yesterday.
• 9:10
  SPEAKER_02: Um, so like how are folks expected to kind of keep up with this in their their day-to-day?
• 9:15
  SPEAKER_02: Like, you need to have help, you need to have you know partners to help you with that.
• 9:19
  SPEAKER_02: Um, otherwise it, you know, you're just gonna just be a mess all the time.
• 9:27
  SPEAKER_00: Yeah.
• 9:28
  SPEAKER_00: And that kind of leads into the next topic as far as change, right?
• 9:32
  SPEAKER_00: We as humans, we don't like change.
• 9:34
  SPEAKER_00: And you've been in situations, you've been in leadership roles to where you need to embark change, you need to embrace change and get teams to to to help follow you, right?
• 9:45
  SPEAKER_00: Within that change.
• 9:47
  SPEAKER_00: What do you recommend when you see a grid like this in the ever-changing you know, frequency as high as it is of AI?
• 9:56
  SPEAKER_00: How what are your coping mechanisms as a leader to help influence change within your organization?
• 10:02
  SPEAKER_02: Yeah.
• 10:02
  SPEAKER_02: You know, as the old saying goes, I think it goes like nobody likes uh change except for a wet baby.
• 10:08
  SPEAKER_02: Like nobody likes change.
• 10:11
  SPEAKER_02: Um, we're just not like that's not how we're we're designed, right?
• 10:15
  SPEAKER_02: Like, we don't like change, we like comfort, we like stability.
• 10:17
  SPEAKER_02: And so each of those dots, you know, uh is disruption.
• 10:21
  SPEAKER_02: And and it's really, you know, disrupting to folks, you know, work days.
• 10:27
  SPEAKER_02: And also what's interesting as I'm like, that doesn't even include the smaller UI changes.
• 10:31
  SPEAKER_02: So say like a button change or even a you know, as simple as like a color.
• 10:36
  SPEAKER_02: Um, those aren't even represented here.
• 10:39
  SPEAKER_02: So if you were to include those things, like it would be pretty much solid, solidly filled in.
• 10:46
  SPEAKER_02: Um, because people don't like change.
• 10:48
  SPEAKER_02: It's a it's a lot for people to digest.
• 10:50
  SPEAKER_02: And you know, it's funny, little changes that people take for granted, right?
• 10:56
  SPEAKER_02: So it's funny because like last week, you know, uh the the hyperscalers were like, we need, you know, regulation to slow us down, but then they release like two new models, um, which is funny.
• 11:11
  SPEAKER_02: But you know, we really need as an organization, like you have the ability to slow things down.
• 11:18
  SPEAKER_02: And the reason that that's important is how our brains work.
• 11:22
  SPEAKER_02: So this is kind of part of the the part two of the research that we're gonna be doing is like, okay, how do how much change do we have?
• 11:29
  SPEAKER_02: Do we as human beings like have the capability to digest the change?
• 11:35
  SPEAKER_02: And and I think that the answer is gonna be no.
• 11:37
  SPEAKER_02: Um, you know, but we'll look to science for for to to prove that out.
• 11:42
  SPEAKER_02: Nobody has really done that yet.
• 11:44
  SPEAKER_02: Um, because again, nobody likes change.
• 11:46
  SPEAKER_02: And the reason that they don't like change is our brain kind of works as like a bit of a prediction um engine, right?
• 11:54
  SPEAKER_02: So we like to know, okay, what's next?
• 11:59
  SPEAKER_02: So if you know, um you go in, you train somebody on co-pilot, they go in, screen looks the same.
• 12:07
  SPEAKER_02: If something changes, a button moves, something's name different, a workflow, like the underlying model changes.
• 12:16
  SPEAKER_02: That kind of triggers something, and then they have to kind of like restart the learning process all over again, essentially.
• 12:23
  SPEAKER_02: Um, and I get each of those dots represents a moment when people had to relearn something, or like it's it's just kind of crazy.
• 12:34
  SPEAKER_00: You know, I feel like I fall on that side of the fence when there's change and there's new things.
• 12:40
  SPEAKER_00: You know, we're we're creatures of habit, right?
• 12:42
  SPEAKER_00: We like things the way that we've kept it, we like things in the order that we keep it, and we like knowing where our stuff's at.
• 12:49
  SPEAKER_00: And have you ever been in a situation where, you know, let's say, for instance, you hired a cleaning lady to come to your house and she comes to your house, she cleans your house, you enter your house, and none of the stuff that you had is in the place where you had it before.
• 13:04
  SPEAKER_00: Right?
• 13:05
  SPEAKER_00: Your mind just explodes, and it's like, is it worth it?
• 13:08
  SPEAKER_00: Is is the cleanliness worth the the stress and anxiety of now not knowing where my stuff is?
• 13:14
  SPEAKER_00: And I feel like that's a very similar uh feeling uh when you implement change in the workforce.
• 13:20
  SPEAKER_00: You're so used to what you're what you're used to.
• 13:23
  SPEAKER_00: Um, you like where your stuff is at, but once that button gets switched to the other side of the screen, it throws your entire day off.
• 13:30
  SPEAKER_00: And us as humans, and if you're if you're leaders of teams and and management and change management leaders, that's one thing that we need to focus on is what's the reaction with your employees going to be?
• 13:40
  SPEAKER_00: And how do you keep up with such a rapid change of pace when it's out of your control?
• 13:46
  SPEAKER_02: Yeah.
• 13:47
  SPEAKER_02: One of um, I was a branch manager earlier on in my career for a bank.
• 13:51
  SPEAKER_02: And one of my biggest mistakes that I made was I tried one time to change the queue that folks would like line up in.
• 14:01
  SPEAKER_02: People lost their minds.
• 14:04
  SPEAKER_02: Like, I think it would have gone better if I would have gone up and punched like every customer in the face than to change how they line up.
• 14:12
  SPEAKER_02: And and it was just such a good like learning experience and testament.
• 14:17
  SPEAKER_02: Like people like comfort, people like to know what's gonna happen, where they need to go, what happens now, like, and so AI is like the complete opposite of that, you know.
• 14:28
  SPEAKER_02: Um, not only just the pace of change, but then also, gosh, like you could put the same prompt in and get different results.
• 14:37
  SPEAKER_02: Like there's no stability even throughout the learning process for folks, you know.
• 14:43
  SPEAKER_02: So not only are we learning something new, learning things at like a frantic pace, it's ever changing.
• 14:52
  SPEAKER_02: We don't have very good, like, you know, when I was a print a project manager for Copilot, people would reach out to me and say, Hey Cheval, like I put this prompt in and it did this.
• 15:02
  SPEAKER_02: And I'm like, oh, that that sucks.
• 15:06
  SPEAKER_02: Okay, no, you know, like because it's so subject, like, well, what prompt did you use?
• 15:10
  SPEAKER_02: What time of day did you use it?
• 15:11
  SPEAKER_02: What, you know, what interface, like all this stuff that people are trying to navigate through.
• 15:16
  SPEAKER_02: And then they have a day job also, which is pretty important, um, that they're actually trying to use AI for.
• 15:24
  SPEAKER_02: But then also like the news and like the stress, like AI is gonna, you know, like ruin society and all, you know, it's gonna kill us all.
• 15:34
  SPEAKER_02: Like, yeah, your folks are probably not a fan of what's going on.
• 15:41
  SPEAKER_02: Um, and so as a leader, like it's really important that you understand this and that you're doing what you can within your your realm of control to kind of control the pace in and make it easy as possible for your folks to to to learn this and and use it and incorporate it into their work day.
• 15:59
  SPEAKER_02: I feel like I'm just rambling this episode because I have a lot to say on this topic.
• 16:05
  SPEAKER_00: No, I'm following you.
• 16:06
  SPEAKER_00: I'm I'm walking through the woods with you right now.
• 16:08
  SPEAKER_00: And and to your point, you know, when you look at the the graphic that that we created and you see the the change and the constant, and I can sure assure you that there's people closing their laptops right now saying, How do I keep up with this?
• 16:25
  SPEAKER_00: How do I keep up with this change?
• 16:27
  SPEAKER_00: How do I do that while managing a workforce?
• 16:31
  SPEAKER_00: How do I do that while keeping and understanding my employees, trying to build rapport with them, trying to manage my department, trying to manage my function?
• 16:40
  SPEAKER_00: And now on top of that, I gotta keep be up to speed on the ever-changing uh things that our AI tools are are are are creating?
• 16:49
  SPEAKER_00: You know, what can leaders do instead of you know just giving up, throwing at the white flag?
• 16:56
  SPEAKER_00: What can leaders do to help adjust to this change while keeping in mind of this isn't everybody's day job, right?
• 17:02
  SPEAKER_00: This is an added tool, an added resource for people to keep up on and learn.
• 17:07
  SPEAKER_00: When it's not involved and required, what can people do to stay up to speed and um stay positive?
• 17:16
  SPEAKER_02: Yeah, I mean, I think the first thing is just to know that you're never and just resign to the fact that you're never gonna know it all.
• 17:24
  SPEAKER_02: Like we're we're past that.
• 17:26
  SPEAKER_02: And that's hard for somebody, like probably a lot of leaders.
• 17:29
  SPEAKER_02: Like a lot of leaders are they like to know, they like to be in control, they like to, you know, like you have no controls anymore um over some of this stuff.
• 17:39
  SPEAKER_02: Like just it sucks, like it's not ideal, it's different, like just it just acknowledge that.
• 17:46
  SPEAKER_02: I think that's really important.
• 17:48
  SPEAKER_02: Um, but there are a few things that leaders can do to help their organizations.
• 17:53
  SPEAKER_02: Uh one of them is kind of you can control the pace of AI because these, you know, models get released on a Tuesday afternoon, which uh funny enough, actually, Tuesday tends to be the days that models are released, which I thought was kind of interesting.
• 18:09
  SPEAKER_02: Seems like a random day for models to be released, but there's a pattern there.
• 18:13
  SPEAKER_02: But one thing is like trying to control that pace.
• 18:18
  SPEAKER_02: So having some type of like release filter if you can.
• 18:22
  SPEAKER_02: Um, so there's some times that you have control, sometimes that you don't, depending on your tenant, depending on the tool that you use.
• 18:28
  SPEAKER_02: Um you don't have to like if you can kind of control the pace of things, do that first.
• 18:34
  SPEAKER_02: Okay.
• 18:35
  SPEAKER_02: Um, you know, just a quick lens on like, hey, this is something we should watch, hey, this is something we should kind of test out first, this is something we should ignore.
• 18:43
  SPEAKER_02: Um, just try to do as much as you can there, if you can and recognize that sometimes you can.
• 18:50
  SPEAKER_02: Uh, but the next thing is you don't need to focus and plan for every single thing, also.
• 18:58
  SPEAKER_02: So when I was, you know, leading um the rollout of co-pilot for for you know a large organization, like the training and you know, some executives, they wanted a rollout plan for every feature.
• 19:12
  SPEAKER_02: It's like, yeah, that's how we've always done things.
• 19:16
  SPEAKER_02: But like, you don't need that, you know, because by the time you get the plan together and roll it out, like it's gonna be different, anyways.
• 19:24
  SPEAKER_02: So figure out like what deserves attention, what deserves, you know, a decision and training and things like that in a communication plan and what doesn't.
• 19:35
  SPEAKER_02: And get your employees' feedback on that.
• 19:38
  SPEAKER_02: Like get get some parameters and make sure that your employees are are at the you know table, like kind of determining that.
• 19:44
  SPEAKER_02: Like what are they interested in, what are they not?
• 19:46
  SPEAKER_02: What can they figure out on their own versus what are they you need to have like a big intranet announcement about?
• 19:52
  SPEAKER_02: And uh you don't need to have an intranet announce on everything that is gonna be overwhelming.
• 19:57
  SPEAKER_02: So that's that's another thing you can do.
• 20:00
  SPEAKER_02: Um, and I think also, you know, you're getting releases all the time, but how you communicate them also is under your control.
• 20:08
  SPEAKER_02: So perhaps instead of sending an announcement every time something's changed, maybe like a once a month, hey, we're sending what changed in Copilot this month, what's new?
• 20:18
  SPEAKER_02: Um again, it's one message that they have to consume versus like 30.
• 20:23
  SPEAKER_02: Uh, you know, I think that that could help.
• 20:26
  SPEAKER_02: And then also have maybe having something on an intranet site, like a SharePoint site or something that folks can go to.
• 20:32
  SPEAKER_02: So that way, you know, hey, like this is what's coming.
• 20:34
  SPEAKER_02: If they want more frequency, right?
• 20:36
  SPEAKER_02: You can you can have something like that too, like a dashboard or uh like a wiki on on that.
• 20:41
  SPEAKER_02: Um, and I think another thing too is just like a lot of people focus on the the upfront of co-pilot, like training co-pilot.
• 20:49
  SPEAKER_02: Once you're done with the training, you go off like you figure, you know, you're trained.
• 20:54
  SPEAKER_02: Because again, that's how historically, like, you know, things have worked, but that's not the beast that we're dealing with.
• 21:02
  SPEAKER_02: So having continuous training, it's not like a one and done.
• 21:06
  SPEAKER_02: Having continuous training, um, continuous refreshers um is gonna be really important.
• 21:11
  SPEAKER_02: And having those refreshers at all levels of acumen, I think, is really important as well.
• 21:14
  SPEAKER_02: So you kind of have to like just throw out your your historical communication and like training methodologies, essentially.
• 21:22
  SPEAKER_02: Um, so go ahead and do that because that sounds really easy for folks.
• 21:26
  SPEAKER_02: But I think just starting to incorporate some of that is gonna be really important.
• 21:31
  SPEAKER_02: Um, so that's all.
• 21:33
  SPEAKER_02: Just change everything that you've always done.
• 21:37
  SPEAKER_00: And then watch your employees and your team's heads explode, right?
• 21:42
  unknown: Yeah.
• 21:42
  SPEAKER_00: But you know, to your point, you know, with with organizations that are adopting AI, there's going to be increasing headcounts of people who have to manage and keep up with these tasks, keep up with these trends.
• 21:54
  SPEAKER_00: It's not just a one and done.
• 21:56
  SPEAKER_00: You're not going to get trained on co pilot and then expect.
• 22:00
  SPEAKER_00: That that training is going to be sufficient for the next, you know, three, six, nine, twelve months, it's going to be obsolete within the next few weeks, if not days.
• 22:10
  SPEAKER_00: And that's why it's important to hire the right people, hire the right consultants that, you know, live, eat, and breathe this technology so that they can keep you up to date, so that you're not stressing at night, thinking of, okay, I have to manage my function, manage my team, keep up the speed on what new releases Copilot's launching on every Tuesday, apparently, um, and be able to work more efficient.
• 22:31
  SPEAKER_00: And that's what the tools are designed to do, right?
• 22:34
  SPEAKER_00: Which is kind of contradictive because the tools are designed to save up time.
• 22:38
  SPEAKER_00: However, that time that you're saving seems like it needs to go into understanding and create in and uh paying attention to what the market's updating with their AI tools.
• 22:48
  SPEAKER_00: Isn't that kind of how what you're seeing?
• 22:52
  SPEAKER_02: Yeah, I mean, absolutely.
• 22:54
  SPEAKER_02: So you you're, you know, you want your folks to save 20 minutes doing a task, but then they spend six hours trying to figure it out, and then it changes.
• 23:04
  SPEAKER_02: So, you know, there's a lot of that going, and I think that's contributing also to like the you know, lack of ROI or what have you.
• 23:11
  SPEAKER_02: Um, but I think another thing, so like just train, you change all of your communication uh, you know, methodologies and training communication, you know, methodologies, but what we train folks on needs to change as well.
• 23:23
  SPEAKER_02: So a lot of times training historically has been, okay, here's co-pilot, here's the bells and whistles, here's the features, click here, do that, do that.
• 23:32
  SPEAKER_02: That has a very short shelf life these days.
• 23:36
  SPEAKER_02: Where I think time is better suited is teaching like the uh philosophy, right?
• 23:44
  SPEAKER_02: Like teaching what you're trying to accomplish.
• 23:47
  SPEAKER_02: Um, like I kind of a good example of this is uh baking.
• 23:51
  SPEAKER_02: Okay, so I'm not a good baker.
• 23:53
  SPEAKER_02: I if I have a recipe and say I'm missing an ingredient, I am not good enough to know how to improvise.
• 24:02
  SPEAKER_02: Like I can't substitute things out, like I have a panic attack and I it just doesn't work for me.
• 24:08
  SPEAKER_02: But you you like you're a good cook, right?
• 24:10
  SPEAKER_02: Like you you bake and stuff, right?
• 24:13
  SPEAKER_02: You're probably a little bit better at like, oh, I know what the outcome is that we need to get to.
• 24:18
  SPEAKER_02: Like I can figure out a way to get there.
• 24:21
  SPEAKER_02: Like that's kind of the the subtle shift in how I need to start to to train people on some of these things.
• 24:27
  SPEAKER_02: It's not like click here, click here, click here.
• 24:29
  SPEAKER_02: It's like, what are you trying to cause?
• 24:32
  SPEAKER_02: Like focus on that.
• 24:34
  SPEAKER_02: It I don't know if that makes sense, um, or if you've even experienced that yourself in terms of like how you learn this stuff.
• 24:41
  SPEAKER_00: Yeah.
• 24:41
  SPEAKER_00: Well, you know, it's it's it's kind of like you know, our graphics starts off in 2023, and that's not that far, that's not that long ago, right?
• 24:50
  SPEAKER_00: It's three years, and look how rapidly things have changed just in the release in 2023.
• 24:57
  SPEAKER_00: Now, imagine what that looks like in 20, you know, 2030, right?
• 25:02
  SPEAKER_00: Like three, four more years down the road.
• 25:05
  SPEAKER_00: And this isn't something that's just a trend, right?
• 25:09
  SPEAKER_00: This isn't something that um individuals and and executives are just gonna need to figure out for the time being and then move on, it'll be irrelevant.
• 25:16
  SPEAKER_00: This is like a math equation, right?
• 25:18
  SPEAKER_00: What you learn now at the basic step is what's going to launch your uh education and your understanding of these tools of AI uh as we grow down the road, right?
• 25:30
  SPEAKER_00: So if you're not involved now, it's definitely a time where you should be, right?
• 25:34
  SPEAKER_00: Because this is something that's going to uh change the way that we work, change the way that we think.
• 25:39
  SPEAKER_00: And not to mention, and I know we've covered it in other podcast episodes, is how you're gonna keep up with your children when they're mastering and understanding AI and you're not, right?
• 25:49
  SPEAKER_00: And our executives and our leaders and our and our people that are in positions to train and and mentor folks, this is what the future looks like.
• 25:58
  SPEAKER_00: This is what you're going to need to be and kept up to speed on to be able to understand on how to effectively train, implement, and adjust and to our point, change, you know, as the technology gets greater, as it becomes more streamlined.
• 26:14
  SPEAKER_00: Um, this is something that's here to stay.
• 26:16
  SPEAKER_02: Yeah.
• 26:16
  SPEAKER_02: And this is the slowest it's ever going to probably move in advance.
• 26:21
  SPEAKER_02: Like this is it's only going to get crazier from here.
• 26:24
  SPEAKER_02: And so I think the more that we start to like implement some of these controls within our control, you know, organizations.
• 26:30
  SPEAKER_02: And, you know, even as a individual employee, you have a lot you can do to kind of help.
• 26:35
  SPEAKER_02: You know, one again is just acknowledging the fact that you are never going to have your arms completely around it.
• 26:41
  SPEAKER_02: Nobody does.
• 26:42
  SPEAKER_02: Um, but then also, you know, figuring out how you can learn and just figuring out, like, hey, uh, what is the end goal?
• 26:50
  SPEAKER_02: Like, learn the outcome.
• 26:52
  SPEAKER_02: And then, you know, trust that like figuring out is part of the learning process.
• 26:56
  SPEAKER_02: I think a lot of folks aren't comfortable with that either.
• 26:58
  SPEAKER_02: Like, again, because we've been conditioned to go to training and you know, click here, click here, click here, and you get this result.
• 27:06
  SPEAKER_02: Um, that's just not how this this technology works.
• 27:08
  SPEAKER_02: So you need to just adapt and and figure out like what is it you're trying to do and and you know, figure it out.
• 27:15
  SPEAKER_02: Um, but I think another thing is like you need to know, but like pick one tool.
• 27:20
  SPEAKER_02: Like start small, like pick one tool, one use case.
• 27:24
  SPEAKER_02: Don't worry about anything else, just that.
• 27:28
  SPEAKER_02: Um, you know, and like everything else is noise.
• 27:33
  SPEAKER_02: Like you can't, it's like drinking from 17 fire hoses.
• 27:36
  SPEAKER_02: Like um you're gonna like drown, you know, pretty quickly.
• 27:40
  SPEAKER_02: Um, just pace yourself, start small, and then you know, like get a little champion network, you know, ask your peers.
• 27:49
  SPEAKER_02: Like, I think learning, you know, Adam, you and I do this all the time.
• 27:52
  SPEAKER_02: Like, hey, have you figured this out?
• 27:53
  SPEAKER_02: Hey, I, you know, was trying to prompt that we were just talking about this like an hour ago.
• 27:58
  SPEAKER_02: Um, hey, have you tried like no, it's it's we're all gonna have different perspectives and ways we approach it.
• 28:04
  SPEAKER_02: And I think um, you know, I think that could be a really beneficial thing as well versus just trying to go to go to a training every single time something changes.
• 28:14
  SPEAKER_00: And it's always a better model when you have individuals that are collaborating and talking about it, right?
• 28:21
  SPEAKER_00: You're gonna reach that endpoint as a team, being more successful with multiple people understanding it if you're able to open that conversation.
• 28:29
  SPEAKER_00: You know, like you mentioned, uh, we had a conversation about this, you know, before we jumped on to record this of having different prompts and what's the level of questioning and how many times should we question our tools uh to get a response that's accurate or most accurate, right?
• 28:45
  SPEAKER_00: And different things, different words, different prompts uh that you use compared to I to what I use, we mold those together and we might figure it out, right?
• 28:54
  SPEAKER_00: It's kind of like your baking analogy.
• 28:57
  SPEAKER_00: You got to be able to improvise, you got to be able to communicate, you got to be able to figure out and look and observe from your peers just as much as a training to be able to effectively utilize these tools and keep up the speed.
• 29:10
  SPEAKER_02: Yeah, you have to be curious and comfortable with ambiguity.
• 29:15
  SPEAKER_02: Like that's probably the most if you get curious and you don't get frustrated, like you're fine, you're gonna be fine.
• 29:24
  SPEAKER_02: Um, so be curious, not frustrated.
• 29:27
  SPEAKER_02: Um, and I think you know, another thing that's it's like the organizational capacity to to accept change.
• 29:34
  SPEAKER_02: So we just talked about like an individual capacity for change, but like what about the organization?
• 29:40
  SPEAKER_02: What do you what's your governance?
• 29:41
  SPEAKER_02: What is your, you know, how like what is your approval process?
• 29:45
  SPEAKER_02: Like that's a whole nother episode, but so much change.
• 29:49
  SPEAKER_02: And how do we start to try to synchronize like the capacity with the what's being fed to us?
• 29:57
  SPEAKER_02: I think is gonna be like super important to to calibrate if possible.
• 30:01
  SPEAKER_02: And I don't, I don't know.
• 30:03
  SPEAKER_02: Hopefully it's possible, but I'm not super optimistic.
• 30:06
  SPEAKER_02: So just control what you can control.
• 30:09
  SPEAKER_00: Control what you can control.
• 30:11
  SPEAKER_00: Very sound advice.
• 30:12
  SPEAKER_00: Uh Chavelle, as always, pleasure speaking with you.