Jon Wolheim

Well, probably don't start with automating feedback to the point that Claude 3 is basically someone's direct Manager (that's a strong way to obsolete yourself even more rapidly than may already be happening). Honestly, this is where humanity will continue to shine for a long time and that's human relationships. Having a genuine curiosity about someone, their life, circumstances, and what might be contributing to subpar performance is what many may point to as the root of great leadership. Try this; if someone is resistant to feedback, address the resistance before, addressing the feedback. Ask questions about why someone is pushing back on feedback, and work together to create a better feedback mechanism in which everyone is invested.

Seek out mentors here on LinkedIn. People want to help you. Now more than ever people, understand that you, as an intern, at what is possibly the beginning of this chapter of your professional journey, stand to truly create the future because you're forging the future of AI. So, knowing that senior people in tech want to be part of your story more than ever before, leverage this unique moment. Seek out people from within networks twitch, you belong, identify people who create content that inspires you, find thought leaders who are doing the things you want to iterate on, and invite them into your story. I believe in the power of the informational interview. Ask folks for 15 minutes that could be 30 min a quarter and many will say YES.

I would encourage everyone to think about this question in a different way. Instead, consider how you can use AI-originated workflows to improve your non-AI work through the use of AI (did I say "AI" enough yet?). The most powerful example of this, in my opinion is the use of Custom GPT is within shared workspaces, across-the-board in organizations. This is not only a great idea because people can create tools that help one another immediately, you can also create a depth of data that Nagin yet can refer to when making recommendations, or even potentially automatically building tools which are bespoke to you and your team.

When it comes to creating greater equity and access to opportunity, this is a singularly powerful moment we're in at the dawn of AI integration. Consider this: - Is your current company one that has enough depth of data to apply an enterprise-level LLM to your data pool in order to gain meaningful insights about trends in employee performance assessment? - Are you including identification and reduction of bias within performance measurement in your AI integration strategy? - Are you looking at resources like eightfold.ai to create meaningful opportunity bridges like mentoring programs, sponsored ERG's, and including DEIB performance as key business outcomes? And if so, how is AI being used to measure and accelerate that performance?

Create systems and feedback loops that INCLUDE more voices within the company. And while you're doing so, meaningfully integrate AI. If there is not an existing culture of continuous improvement fueled by feedback within your team/company, consider this: AI has created the great reset, and you can now leverage this unique moment to completely redefine your EVERYTHING, from your personal brand as a leader to the entire functioning mechanics of the company. So use this moment. Pause and consider what you've historically wanted to fix, create mechanisms to discover more, and use AI to create scalable, measurable, time-bound ways in which to do just that.

This is a DNA-level question that most organizations, AI-focused or not, need to be ready to answer. In my experience, an ounce of prevention here is worth several lbs of cure. To that end, I recommend making sure that some form of openness to feedback is expressly stated as part of the core values of the company. This makes sure that leaders themselves must model approachability and openness to feedback, which sets a ground-floor expectation that feedback not only WILL happen but that it MUST happen in order to accomplish the stated mission of the organization. This is one of my favorite OD solutions because it creates a culture of implicit leadership accountability that everyone can count on throughout the company.