Here’s what you need to be asking AI:

👉 “Before you start, show me your reasoning.”

It might cost more tokens or time, but it cuts errors in half, and that’s always worth it.

Do you know the differences between these types of AI?

🔮 Predictive AI uses your data to forecast what's likely to happen.

✨ Generative AI creates new content by learning patterns.

🤖 Agentic AI acts on your behalf, booking meetings, managing workflows, completing tasks.

Effective AI users are using their time to develop the skills that make them uniquely human:

🔹 Empathy
🔹 Intuition
🔹 Self-reflection
🔹 Judgment
🔹 Wisdom

That’s ✨integrated intelligence.✨

The most dangerous phrase in AI adoption?

"I've got this figured out."

🚀 The best AI leaders aren't the ones with all the answers

💡 They're the ones asking the best questions.

AI disruption is here: are you prepared, or are you preserving the old ways?

I see too many leaders focused on preserving the status quo while their competitors are busy building the future.

The biggest risk isn't moving too quickly with AI, it's moving too slowly.

This simple sentence has completely transformed how I work with AI: “Before you start, ask me any clarifying questions you may have.”

There’s a new way of working out there, and it’s actually better for everyone—if we embrace it…

Collaboration and communication tools are more innovative than ever, allowing us to move away from information hierarchies.

It levels the playing field and invites us to look at work differently.

Some things shouldn’t change when it comes to AI…

💪🏾 your values,
💪🏽 your mission,
💪🏻 and your purpose.

Building a successful future requires a strong foundation rooted in the key tenets that have driven you from the start.

Want to know the biggest barrier to AI success? It's not technology—it's culture. Your employees aren't afraid of AI because it's complicated. They're afraid it's coming for their jobs. Change that narrative, and everything changes.

#AILeadership #LeadingDisruption

A company I worked for had a grading system for employees—straight out of the Jack Welch playbook of forced ranking:

📊 A few earned As
📊 Most got Bs
📊 A small subset got Cs

I said, “I’m going to be a happy B.” I chose to define excellence on my own terms, not by someone else’s success criteria.

No one expects lifelong employment anymore—so why pretend?
At Altimeter, I told every new hire: “You’ll likely outgrow us someday. Let’s align on your goals now—and I’ll help you grow.”

In return?
🌀 Advance notice
🌀 A smooth handoff
🌀 Help finding your replacement

Disloyalty? No, that’s integrity

One of the riskiest career moves? Accepting a promotion you didn’t want.

You leave a role you excel in for one where success isn’t guaranteed—and failure is penalized.

What if we could return to old roles without shame?
Growth ≠ always moving up.

Cartoon credit: Kendra Allenby, The New Yorker

“I’m not ready.”

The phrase I hear most from aspiring founders.

But here’s the truth: no one ever is.

Entrepreneurship isn’t about being prepared—it’s about adapting, deciding, starting.

Even the pros don’t have all the answers.

They just began anyway.

Two years ago, I jumped into AI with zero coding skills. My son was my teacher, my failures were many—but I kept going. Now I build functional apps. Growth isn’t a leap. It’s one small, uncomfortable step at a time. What new ground will you explore today? ⛰️

Discover how a strengths-based approach and emerging AI tools can help us look beyond the resume to find candidates with complementary abilities that truly drive transformation.

medium.com/@charleneli_...

Are you prioritizing your 9s?

9s are exceptional — you feel lucky to work with them.
4s are okay — not bad, but not great.

If a 4 can become a 9, invest.
If not, help them find a place where they can shine.

Keep too many 4s, and your 9s will leave, tired of carrying the extra weight.