Latest / Hope + Possibilities: Trust, Leadership + Strategic Foresight / Rated: Human AI Detectors, Slop Buttons, and the New Price of Reputation

Transcript

Rated: Human AI Detectors, Slop Buttons, and the New Price of Reputation · Hope + Possibilities: Trust, Leadership + Strategic Foresight

• 0:23
  So thank you for joining me.
• 0:25
  I'm Nola Simon.
• 0:25
  I'm the host of the Ho- the Hope and Possibilities podcast.
• 0:29
  I wanted to talk about something that somebody I used to work with wrote.
• 0:36
  I'm not gonna identify her because it's not really helpful, but essentially this
• 0:40
  c-clip is basically… I'm gonna read it.
• 0:42
  "With advancements in video technology and AI, we have the ability to
• 0:46
  capture not just information, but the conversation, explanation, stories, and
• 0:50
  context that make expertise so valuable.
• 0:53
  Even more importantly, we can make that knowledge discoverable when
• 0:56
  somebody needs it, instead of relying on knowing exactly who to ask.
• 1:00
  The wisdom of the people who came before us no longer has
• 1:03
  to disappear when they do.
• 1:04
  How do we make sure the knowledge today's experts have spent decades building is
• 1:09
  still helping someone for 20 years ago?"
• 1:13
  So I have an issue with this
• 1:22
  Your conversations, your stories, your explanation, that's all of
• 1:28
  your history, your personality, your experiences, your expertise.
• 1:37
  It's not just knowledge that's work-related, it's your
• 1:42
  perspective and your point of view
• 1:46
  And so for one, what consent do you have to give for a company to have
• 1:53
  access to that long after you leave?
• 1:57
  And not only that who is held accountable if that information is
• 2:01
  actually used in such a way that
• 2:07
  Doesn't work out.
• 2:09
  So if your information is something that you have on file and you leave
• 2:13
  the company and five years later they come across something that you said
• 2:17
  or did, but the context has completely changed, and you have no control or
• 2:22
  influence over how the company uses it, and then it backfires and blows up,
• 2:29
  are they gonna try to hold you accountable?
• 2:32
  So I wouldn't think that employment law would allow it, but the way that
• 2:36
  everything has been changing these days, the questions are really rife here.
• 2:41
  It's for one, do they have your consent to use this past when you leave?
• 2:46
  Now, there are organizations… The organization I used to work
• 2:50
  with, it was financial services.
• 2:52
  All of our recordings, all of our emails, anything we wrote, we knew that was
• 2:56
  going to be subject to audit, and it was gonna be kept on record for I think it
• 3:00
  was six or seven years at this point.
• 3:02
  I can't remember exactly.
• 3:05
  But again, this is, are auditors gonna come in?
• 3:07
  Are they looking for documentation?
• 3:09
  Did somebody tell ch- tell you to change an amount of a
• 3:11
  withdrawal, and is that documented?
• 3:13
  Can they find that, that email or that call?
• 3:17
  But how do you discover that information, right?
• 3:22
  How do we… What did she say here?
• 3:26
  "The wisdom of the people who came before us no longer has
• 3:28
  to disappear when they do."
• 3:34
  And we can make that knowledge discoverable when somebody
• 3:37
  needs it instead of relying on knowing exactly who to ask.
• 3:41
  So that's the type of system that needs a whole infrastructure.
• 3:45
  So not only are they gonna have access to everything that you've done in the past,
• 3:51
  they're actually going to be building out ways to make that discoverable.
• 3:54
  So that means it's going to be indexed, it's going to be searched,
• 3:57
  it's going to be pattern matched, it's going to be interpreted in such a
• 4:03
  way, and are names gonna be attached?
• 4:07
  So if they're publishing something using you as a source, are they gonna cite you?
• 4:15
  And if this is a company that you no longer want to be associated with, are
• 4:20
  there questions in terms of how that information is being used with integrity
• 4:28
  when that might not be a relationship that you want to maintain
• 4:35
  And you're not comfortable with how that's going to impact your
• 4:40
  reputation your digital footprint and not only that, compensation.
• 4:46
  So if you were so valuable that the information that you gave a company,
• 4:52
  your conversations, your stories, the context, all those explanations are so
• 4:57
  valuable three to five years or even 20 years later, which would be rare because
• 5:02
  things do change, how are you compensated?
• 5:07
  What is the value of access to that knowledge, and why do the companies get to
• 5:13
  own that without compensating the staff?
• 5:20
  If you continue to be an employee, you would continue to
• 5:23
  get paid, and that's the deal.
• 5:27
  But now it's almost like the employment contract that, that agreement between
• 5:31
  employee and employer has changed because it's not just the information you give
• 5:36
  to somebody while you're employed and being compensated through payroll.
• 5:41
  It's the value of what you performed and what you did while you were
• 5:45
  there long after when you leave and once that payroll stops.
• 5:50
  Does that not deserve to be compensated?
• 5:54
  So this question stopped me.
• 5:58
  And again, the person who wrote this, she's a good person.
• 6:01
  She's I respected her.
• 6:03
  I liked working with her.
• 6:05
  I'm flabbergasted by the perspective that the company owns all of this
• 6:13
  without any sort of negotiation.
• 6:17
  That floors me.
• 6:20
  And what do we have to do to renegotiate that so that
• 6:28
  This is made explicit.
• 6:29
  Is it legislation?
• 6:31
  Is it individual negotiation?
• 6:33
  Is it structural?
• 6:35
  Whose information is deemed to be important?
• 6:38
  Is there ageism at play?
• 6:39
  Is there racism?
• 6:40
  Is there misogyny?
• 6:43
  Who's misinterpreting because of bias?
• 6:48
  I just-- It floors me.
• 6:50
  It really floors me.
• 6:51
  And so yes, this topic is technically about AI, but it's also about trust,
• 6:58
  reputation, and consent, and the value of what it is to be an employee.
• 7:07
  And it's not just employees, it's anybody would have a contract with that employee--
• 7:11
  with that employer who gets recorded.
• 7:14
  So then it becomes contract employees freelancers consultants, anybody
• 7:20
  who's being recorded and captured by AI through video, through writing,
• 7:25
  through all of the different ways that you could be monitored by AI now.
• 7:31
  And that's not the deal.
• 7:33
  That's not in the contracts.
• 7:34
  This is something that we have to look at.
• 7:37
  And to me, I think it very much is relevant to the future of
• 7:43
  careers, the future of professional relationships between companies and
• 7:48
  organizations, and how we value each other as coworkers, as collaborators
• 8:01
  It, it's a really big question.
• 8:03
  Anyways, thank you for listening.
• 8:05
  I hope, I'd love to hear your thoughts if you have any
• 8:08
  insights or opinions or stories.