Are you in love?

I want to thank you for reading this week's article. If this is your first time, please subscribe so you don't miss out! Also, share this article with someone who would benefit from it. Knowledge is a powerful gift.

Thank you, Dustin Dale

"How do we lead with A.I in the workforce?"

This was a recent question asked during a Q&A with me and some other awesome leaders!

My response was simply this.

"We must never lose the love for discovery organically." If we do lose the love for organic discovery, what will the future of leadership look like?

I am a fan of A.I and there are many benefits to how these various programs help employees and leaders in the workplace, especially with analyzing data to provide quicker responses or identify risk mitigation.

Here comes the "but" sandwich.

BUT.

A word of caution: The danger is losing the ability to apply the learning model and retention process of research and discovery.

There are (4) principles it takes to make a memory, and this is the work of Dr. Wendy Suzuki.

Dr. Wendy A. Suzuki is a Professor of Neural Science and Psychology at the Center for Neural Science at New York University.

The core (4) principles are how a person interacts with a specific segment/situation, and in the process, that exact moment becomes a memory that is later recalled or stored for recall.

The Core (4)

• Novelty
• Repetitive
• Emotional Connection
• Assimilation

When each of these principles is applied to a moment, our brain works through the memory model to reach the final stage of storage for later recall.

The reason I caution leadership and A.I mix is that there is an advantage to human discovery organically that allows these (4) principles to engage with our memory process and strengthen our neuroplasticity.

A specific example is that throughout the world, there is experimentation with A.I replacing key leader roles to identify whether A.I can make decisions without the "bias" of a human brain.

What is interesting is that Havard Business Review shared a study that demonstrated the need for A.I program to be exposed to biases so they can register them and then know how to identify them for decision-making. There is now "biased" data in deciphering data that could be biased. This, however, is an ongoing study to finalize findings.

The key to incorporating both successfully in the workplace is the ability to ask great questions. What parameters are you setting for the conversation?

This is often a conversation between my close friend Curtis Church, MBA , and me about how long organizations will go as the software is the "absolute" answer vs. a mix of human capital along with checks and balances of A.I.

Utilizing the learning model and the neurochemistry that takes place when we acquire new knowledge has major benefits.

I have also been challenged in conversation that the learning takes place by asking the question to whichever A.I prompt is chosen.

While there is minor validity to this, it still does not overcome the psychological transformation of sifting through articles, validating websites, books, or academic materials to convey thoughts in an organized manner. There is a novelty to these aspects that allow the mind to create the learning model as a memory.

Simply put, we learn the process of critical thinking.

Now, apply this to leadership development.

If we were to promote an individual from laborer to management but only utilize A.I, by typing into the prompt, "How to have a difficult conversation," or "The core values every leader should know", within 600 words and referencing best practices. Then, print it off and have the leader read it. That leader would more than likely struggle to implement it.

Why?

Because it wasn't learned through the Core (4) principles of memory, nor did it engage in all (5) senses of the body.

But this is what is being tested- can A.I replace the human trainer for a lower cost.

We must be cautious not to rely on the easier path of just typing and reading a request. There is novelty and repetition to embracing failed moments, which often are the greatest teachers.

So, while I am not here to pitch anti-A.I by any means, I am here to caution leaders that we must embrace and encourage the organic discovery model of learning and allow our leaders to embrace creating leadership memories.

How are you embracing the love for organic discovery?

Are you focused on taking your leadership development to the next level?

• Work directly with Dustin Dale through his elite leadership coaching program. Here is your direct invite to begin with a free intro call: Beyond the Horizon Consulting (bth.consulting)
• Interested in enrolling your leaders into a group coaching program? Then take advantage of Dustin's elite leadership group coaching program by locking your free intro call here: Beyond the Horizon Consulting (bth.consulting)

Also, don't miss out on grabbing your copies of Dustin's bestselling leadership series of books and the brand-new workbook!

Book Links:

Learn to Lead by Serving; The Workbook! https://a.co/d/h2ahnFG

Learn to Lead by Serving: https://a.co/d/dsgJQFj

Learn to Lead by Serving 2: https://a.co/d/isIeTRR