The online world we live in is inundated with fake information, which we consume through articles, videos and photos. We tend to share such info willingly (for many reasons from fear, protectiveness, and so on) because it triggers strong emotions within us.
Today, AI is used to generate such content because of ease and quality. This makes it more difficult to figure out what is real and what is fake.
Click here to view a super video on How to spot fake AI photos
Do share this with your network.
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Photo Credit - Pixabay |
In the 80s, 90s and 2000s benchmarking was a big part of organization strategy. The approach was to copy excellence of the industry leaders and apply them to your own organization. There were mixed results for sure.
Those who tout the virtues of benchmarking are a kind of copycat. Most of the time the benchmarking exercise doesn't yield the kind of results that are expected. That is because of the difference in the key factor - people. By people I include all levels, particularly the leadership. While the skills of people from Organization A may be similar to those in organizations that it is trying to benchmark against (even though they are in the same industry), the mindsets will be different, and therefore, the way that variations in methods are applied would be different. This means that their organizations' cultures would be different.
This is also the reason why top performers from one organization don't always do as well in another organization they move to, even though the industry and business is the same.
Even if there are positive results, they don't really do much to make the organization stand out i.e. distinguish itself from it's competition. Customers are not going to be in a hurry to come to you if you are offering services or products that are commoditized.
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In the current adoption of AI scenario, we see similar attempts to incorporate AI into the organization without sufficient thought (beyond costs) of the possibilities and probabilities of long-term multiple -layer benefits. This will eventually lead to the feeling of sameness. Today, some of us are able to tell when a document (email / report / presentation) has been written by AI.
What might happen if the organization were to reverse benchmark? Have a look at the short clip that inspired this short piece.
Definitely food for thought for me- please share yours.
Perhaps this Reverse Benchmarking might help us make better choices when choosing how to apply AI at work or in our lives.
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| Pic credit - pexels-tara-winstead-8849295 |
An excellent article on what happens to the #workforce when #ai is introduced in organizations.
From the article: "AI requires humans in the loop, so using workers with deep industry experience to a new purpose that complements AI would be the right thing to do, as opposed to getting rid of them and then later figuring out that while the tasks they used to do are obsolete, the #knowledge they have is very valuable and should have been deployed elsewhere."
For jobseekers whose resumes aren't getting selected, this article talks about some of the basic reasons why this happens, and what to do about it.
The last point about networking is critical whether or not you're searching for a job.
From the article- "AI is still looking for keywords but if you overuse keywords, many AI programs will flag the resume as suspicious. You can no longer trick the system by using ten keywords over and over again in your resume".
