Adelina Chalmers’ Post

Technical “Gurus” don’t work. I’ve seen this time and time again - where a single person in brought in and expected to create adoption of whatever trend is shiny and new right now. And it fails…because this approach fails to recognise that adoption is about culture. Choose to appoint a guru who is the “face and voice of xx” and it “ticks the box”. But it misses the opportunity to bring your whole teams ideas and experience to the table. It deprives people of a chance to learn about something new, and to practice and use it. That’s how change happens. I’m not saying you don’t need a leader when change happens - of course you do. And when it’s tech you often need a leader who can speak to the tech and understand the nuance. But they also need to be able to put it in human terms and make it easy, unthreatening and to invite others in to make the change happen together. Verizon’s article is a great example of that. I don’t agree with everything in it but you can see they’ve made a collective effort work and I very much respect that. https://lnkd.in/e5NADZpe

Authentic leadership is far more than a buzzword, especially if you're trying to build a loyal team and loyal clients. And if a tech leader can do it in the age of AI, so can you: https://buff.ly/4bmnozq.

There’s a common business phrase — Money loves speed. That’s what technology (applied well) does for SMB’s. It increases speed. Speed of systems, reduction of friction with delivery of services/goods, etc. The bottleneck for SMB’s is ability to adopt. You don’t have a change management team. People are stuck in their ways and resist change and new tools. I’ve been thinking more and more about this as a cultural issue. Can you create a culture where you hire, promote, and reward based on speed and adoption? Seeing the rise of AI, I’m starting to see how important that kind of culture is.

If you can't step up with the heat, stay out of the kitchen. You've undoubtedly had a hiring snag like this. The guy was supposed to wow us with a project, but what he turned in? It was something any basic AI could spit out— no fire, no finesse, no detail. He had personal stuff, sure, but a heads-up would’ve done wonders. Instead, he chose to rush and underdeliver, showing he wasn’t really into it. And if he was truly into it, he failed to consider that perception is ultimately reality. Here’s what we’ve got to remember: →  Clear, transparent communication is non-negotiable. →  Accountability means owning your outcomes, good or bad. →  Care put into detail is the backbone of quality and what separates human performance from AI. Don’t skimp if you want to impress. Much respect to Shane Arthur who posts about the mistakes business leaders make and how to prevent them. That's how we roll. We've got a job to do. We ensure our tech not only fits but revolutionizes blue-collar work.

Listen to my story... These are the first words of a great game Final Fantasy X. In Forge we have been discussing various aspects of leadership, but there is one, that is not stressed enough. Stories. According to coach Chris Williams we as human beings are stories ourselves. A great story is not just a sequence of events. A great story is a transformation of one person through a series of struggles into another. And that is what great leaders do. They make you better. They inspire their followers to become part of something bigger, something that changes the world around them. Time of geniuses is over. Every successful achievement is a result of teamwork. Steve Jobs didn't invent iPhone. But he inspired people smarter than him to change the way we communicate. Elon Musk cannot fly rockets, but he led his team to blow more and more of them until one successfully launched. Sam Altman did not directly train ChatGPT, but even after he was removed from the CEO position, OpenAI employees still wanted to be part of his story. Great leaders put their people on the movie screen and make them play their role. So listen to my story... #badassagile #theforge

WSJ: AI makes brisk inroads into senior management functions, and middle manager roles may also vanish. With fewer leadership roles in organizations: How will a company's culture look in the future? Might AI fill that gap? That said, for our next business graduates, it's possible that inspiration to grow may come more from an AI rather than a senior leader. Thoughts?

What Leaders Can Learn From Geeks: Andrew McAfee, Principal Research Scientist at MIT, found that the success of Netflix, Microsoft, Hubspot, and even Apple can be traced to a kind of company culture that he calls The Geek Way. Company cultures that apply The Geek Way make it a mission to empower their people with the freedom and authority to adapt quickly and pursue solutions that challenge convention. As a result, these companies thrive in times where speed is key, and uncertainty is common! Read the article below to find out more about how to use The Geek Way in your organisation! https://lnkd.in/gn-kKSpV

In a world where IT nerds once faced ridicule but now lead tech giants, a different kind of time travel should be happening... This comic suggests a twist: What if you could rewrite history with a single change, like convincing art schools to accept a notorious figure? 😉 Similarly, today’s tech leaders (once the 'nerds') are reshaping our digital future. It’s a reminder that those underestimated can become the game-changers. How do you see this new wave of leaders or opportunities transforming our world? Image credits: https://lnkd.in/dGqaubqg

How not to innovate: 4 proven methods Method 1: "The Love-in" 🍻 People with the same perspectives, exchanging the same perspectives Method 2: "The School Disco" 🪩 People with different perspectives, not talking to each other Method 3: "The Newsfeed" 🖱️ Desperately scrolling for inspiration Method 4: "2024" Chat GPT can do it 🤖 How to innovate: "Cross-pollination" 🦋 People with diverse perspectives talking to each other to exchange experiences, offer support and challenge one another's ideas. How to make it happen: 🌈 Build a diverse team 💪 Foster a culture of inclusion and psychological safety 💬 Encourage regular conversations between different teams 🧭 Encourage regular conversations with people from outside the company

Is AI as a disruptive technology also a disruptive leadership? More lessons to be learnt.