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I’ve seen this happen so many times. A new strategy comes in. A new system. A new priority. A new way of working. Everyone is told to adapt. And they do. Especially the high performers. They learn the new system, pick up the new priorities and help everyone else adjust. And somehow… the old work is still sitting there. Nothing gets taken away. It just gets added to the pile. So the person who was already carrying the most now has to carry the change too. That’s where I think we get it wrong. We keep asking, “How do we help people adapt to change?” When sometimes the better question is: “What are we willing to stop doing?” Because you can’t keep adding new expectations without removing something from the old ones. Eventually, even your most capable people run out of room. When your best people start saying, “I just can’t keep up anymore,” that shouldn’t automatically be treated as a performance problem. Sometimes it’s a capacity problem. Sometimes it’s a prioritisation problem. And sometimes it’s a leadership problem. The strongest leaders understand that change isn’t just about what you add. It’s also about what you take away. 💭 Have you ever been asked to adopt something new without anything old being taken away? 📌 Save this for the next time “just one more thing” gets added to your plate. ↗️ Share this with someone carrying the old and the new at the same time. 👥 Follow along for practical leadership and career growth advice without glorifying burnout. I also created a free Career Growth Audit to help you see where you are, what may be holding you back and where your next move could be clearer. 💬 Comment SEEN and I’ll send you the free Career Growth Audit.🚀 I’m also building something special for high performers who want to grow with more clarity, confidence and leverage. 💬 Comment INTERESTED and I’ll add you to the list.🚀 Career growth, leadership, high performers, workplace culture, change management, employee wellbeing, burnout prevention, workplace stress, productivity, professional development, relatable, high performer, corporate life #CareerGrowth #Leader
I’ve seen this happen so many times. A new strategy comes in. A new system. A new priority. A new way of working. Everyone is told to adapt. And they do. Especially the high performers. They learn the new system, pick up the new priorities and help everyone else adjust. And somehow… the old work is still sitting there. Nothing gets taken away. It just gets added to the pile. So the person who was already carrying the most now has to carry the change too. That’s where I think we get it wrong. We keep asking, “How do we help people adapt to change?” When sometimes the better question is: “What are we willing to stop doing?” Because you can’t keep adding new expectations without removing something from the old ones. Eventually, even your most capable people run out of room. When your best people start saying, “I just can’t keep up anymore,” that shouldn’t automatically be treated as a performance problem. Sometimes it’s a capacity problem. Sometimes it’s a prioritisation problem. And sometimes it’s a leadership problem. The strongest leaders understand that change isn’t just about what you add. It’s also about what you take away. 💭 Have you ever been asked to adopt something new without anything old being taken away? 📌 Save this for the next time “just one more thing” gets added to your plate. ↗️ Share this with someone carrying the old and the new at the same time. 👥 Follow along for practical leadership and career growth advice without glorifying burnout. I also created a free Career Growth Audit to help you see where you are, what may be holding you back and where your next move could be clearer. 💬 Comment SEEN and I’ll send you the free Career Growth Audit.🚀 I’m also building something special for high performers who want to grow with more clarity, confidence and leverage. 💬 Comment INTERESTED and I’ll add you to the list.🚀 Career growth, leadership, high performers, workplace culture, change management, employee wellbeing, burnout prevention, workplace stress, productivity, professional development, relatable, high performer, corporate life #CareerGrowth #Leader
Why more businesses are turning to AI more than ever. Daniel Vassilev has raised $42 million to scale his company, Relevance AI, which is already helping some of the world’s largest private companies automate entire teams. I sat down with Daniel to unpack what this shift actually means for businesses and for the workforce, and the practical advice on how people can use AI agents to grow their business. In this conversation we discuss: • How AI agents could eliminate up to 50% of go-to-market tasks by 2026 • Why businesses will soon recruit AI agents the same way they recruit employees • The four levels of AI autonomy every business will experience • Real examples of companies automating BDR and customer success teams • Why software engineering is the first proof that AI will transform knowledge work • How to identify which business processes to automate first • The change management strategy that actually works Search The Mentor wherever you get your podcasts.
Why more businesses are turning to AI more than ever. Daniel Vassilev has raised $42 million to scale his company, Relevance AI, which is already helping some of the world’s largest private companies automate entire teams. I sat down with Daniel to unpack what this shift actually means for businesses and for the workforce, and the practical advice on how people can use AI agents to grow their business. In this conversation we discuss: • How AI agents could eliminate up to 50% of go-to-market tasks by 2026 • Why businesses will soon recruit AI agents the same way they recruit employees • The four levels of AI autonomy every business will experience • Real examples of companies automating BDR and customer success teams • Why software engineering is the first proof that AI will transform knowledge work • How to identify which business processes to automate first • The change management strategy that actually works Search The Mentor wherever you get your podcasts.
Corporate training isn't about collecting certificates - it's about proving you can influence behavior and drive real change. But the right credentials open doors fast 🚪 ㅤ Certifications that actually matter: ㅤ 1. Foundational credentials - ATD's CPLP or SHRM certifications signal to Fortune 500s that you understand adult learning principles and can build programs that deliver results, not just presentations. 2. Facilitation and coaching platforms - Get certified in systems companies already use like Dale Carnegie, FranklinCovey, or Gallup StrengthsFinder. You become immediately deployable because they've already bought into these frameworks. 3. Strategic add-ons - Change management certifications like Prosci turn you from just a trainer into a strategist. Corporate training almost always gets bundled with transformation work - own both sides. ㅤ The professionals who actually win in this field don't just stack certifications and call it a day 🙅‍♀️ ㅤ They demonstrate impact through their work and use credentials as credibility accelerators. ㅤ Comment ELITE for my newsletter on building careers in corporate training and L&D 📩 ㅤ #corporatetraining #learninganddevelopment #certifications #careeradvice #training #facilitator #careerchange #professionaldevelopment #careergrowth #executiverecruiter #eliterecruiter #careerstrategy #ldprofessional
Corporate training isn't about collecting certificates - it's about proving you can influence behavior and drive real change. But the right credentials open doors fast 🚪 ㅤ Certifications that actually matter: ㅤ 1. Foundational credentials - ATD's CPLP or SHRM certifications signal to Fortune 500s that you understand adult learning principles and can build programs that deliver results, not just presentations. 2. Facilitation and coaching platforms - Get certified in systems companies already use like Dale Carnegie, FranklinCovey, or Gallup StrengthsFinder. You become immediately deployable because they've already bought into these frameworks. 3. Strategic add-ons - Change management certifications like Prosci turn you from just a trainer into a strategist. Corporate training almost always gets bundled with transformation work - own both sides. ㅤ The professionals who actually win in this field don't just stack certifications and call it a day 🙅‍♀️ ㅤ They demonstrate impact through their work and use credentials as credibility accelerators. ㅤ Comment ELITE for my newsletter on building careers in corporate training and L&D 📩 ㅤ #corporatetraining #learninganddevelopment #certifications #careeradvice #training #facilitator #careerchange #professionaldevelopment #careergrowth #executiverecruiter #eliterecruiter #careerstrategy #ldprofessional
This is sooo true unfortunately... The uncomfortable math of AI transformation: the model is perhaps 10%. The remaining 90% is the work most organizations underestimate. From what I see across data science, machine learning, and AI engineering, models are rarely the real bottleneck. The harder work is building reliable data pipelines, integrating legacy systems, redesigning workflows, managing risk, training people, and establishing clear ownership. That is where ambitious AI strategies quietly stall. The pilot works, but the organization around it does not change. A model alone cannot create productivity. Business value appears only when strategy, data, engineering, workflows, adoption, and accountability operate as one system. AI transformation is not primarily a model problem. It is an execution and operating model problem. Neither fixes itself. Do you agree? . . . [Artificial Intelligence, AI Transformation, Data Science, Machine Learning, AI Engineering, Generative AI, MLOps, Data Engineering, Data Strategy, Data Quality, Enterprise AI, AI Adoption, AI Governance, Workflow Redesign, Change Management, Digital Transformation, Business Value, Productivity]
This is sooo true unfortunately... The uncomfortable math of AI transformation: the model is perhaps 10%. The remaining 90% is the work most organizations underestimate. From what I see across data science, machine learning, and AI engineering, models are rarely the real bottleneck. The harder work is building reliable data pipelines, integrating legacy systems, redesigning workflows, managing risk, training people, and establishing clear ownership. That is where ambitious AI strategies quietly stall. The pilot works, but the organization around it does not change. A model alone cannot create productivity. Business value appears only when strategy, data, engineering, workflows, adoption, and accountability operate as one system. AI transformation is not primarily a model problem. It is an execution and operating model problem. Neither fixes itself. Do you agree? . . . [Artificial Intelligence, AI Transformation, Data Science, Machine Learning, AI Engineering, Generative AI, MLOps, Data Engineering, Data Strategy, Data Quality, Enterprise AI, AI Adoption, AI Governance, Workflow Redesign, Change Management, Digital Transformation, Business Value, Productivity]
What will change in 2026 when it comes to information governance and change management? Babatunwa's hypothesis is that "the key to our success will not be dependent on tools, it would be more on culture, collaboration and capacity." Watch Babatunwa Lofinmakin, Business Information Manager, OER, on this episode of The world in 2026. #theworldin2026 #theeraofus #humansofoando
What will change in 2026 when it comes to information governance and change management? Babatunwa's hypothesis is that "the key to our success will not be dependent on tools, it would be more on culture, collaboration and capacity." Watch Babatunwa Lofinmakin, Business Information Manager, OER, on this episode of The world in 2026. #theworldin2026 #theeraofus #humansofoando
PORQUE A AMBIDESTRIA FAZ PARTE DA NOSSA CULTURA É contraditório pensar em uma pessoa com perfil analítico e criativo ao mesmo tempo? Não necessariamente. No iFood, chamamos isto de ambidestria. Essa característica é típica de quem costuma trabalhar com dois elementos “contraditórios”. Inclusive, esse tipo de perfil costuma ter uma grande flexibilidade mental, com capacidade para se adaptar às mudanças. Somos meticulosos e precisos, fundamentando nossas decisões em dados sólidos. Por outro, não tememos arriscar, abraçando a ousadia e a experimentação. Essa dualidade não só nos permite adaptar-nos rapidamente às mudanças do mercado, mas também prosperar diante delas. A gestão de mudanças, ou change management, é intrínseca à nossa ambidestria. A mudança não é apenas uma resposta às forças externas; é uma força interna que nos impulsiona a desafiar constantemente o status quo, promover o aprendizado contínuo e garantir o alinhamento organizacional com nossa visão de futuro. Ao equilibrar habilmente o analítico com o criativo e o risco com a cautela, não estamos apenas navegando com sucesso pelo presente; estamos ativamente moldando o futuro do delivery.
PORQUE A AMBIDESTRIA FAZ PARTE DA NOSSA CULTURA É contraditório pensar em uma pessoa com perfil analítico e criativo ao mesmo tempo? Não necessariamente. No iFood, chamamos isto de ambidestria. Essa característica é típica de quem costuma trabalhar com dois elementos “contraditórios”. Inclusive, esse tipo de perfil costuma ter uma grande flexibilidade mental, com capacidade para se adaptar às mudanças. Somos meticulosos e precisos, fundamentando nossas decisões em dados sólidos. Por outro, não tememos arriscar, abraçando a ousadia e a experimentação. Essa dualidade não só nos permite adaptar-nos rapidamente às mudanças do mercado, mas também prosperar diante delas. A gestão de mudanças, ou change management, é intrínseca à nossa ambidestria. A mudança não é apenas uma resposta às forças externas; é uma força interna que nos impulsiona a desafiar constantemente o status quo, promover o aprendizado contínuo e garantir o alinhamento organizacional com nossa visão de futuro. Ao equilibrar habilmente o analítico com o criativo e o risco com a cautela, não estamos apenas navegando com sucesso pelo presente; estamos ativamente moldando o futuro do delivery.
The businesses winning with AI treat agents like employees,not software! Daniel Vassilev has raised $42 million to scale his company, Relevance AI, which is already helping some of the world’s largest private companies automate entire teams. I sat down with Daniel to unpack what this shift actually means for businesses and for the workforce, and the practical advice on how people can use AI agents to grow their business. In this conversation we discuss: • How AI agents could eliminate up to 50% of go-to-market tasks by 2026 • Why businesses will soon recruit AI agents the same way they recruit employees • The four levels of AI autonomy every business will experience • Real examples of companies automating BDR and customer success teams • Why software engineering is the first proof that AI will transform knowledge work • How to identify which business processes to automate first • The change management strategy that actually works
The businesses winning with AI treat agents like employees,not software! Daniel Vassilev has raised $42 million to scale his company, Relevance AI, which is already helping some of the world’s largest private companies automate entire teams. I sat down with Daniel to unpack what this shift actually means for businesses and for the workforce, and the practical advice on how people can use AI agents to grow their business. In this conversation we discuss: • How AI agents could eliminate up to 50% of go-to-market tasks by 2026 • Why businesses will soon recruit AI agents the same way they recruit employees • The four levels of AI autonomy every business will experience • Real examples of companies automating BDR and customer success teams • Why software engineering is the first proof that AI will transform knowledge work • How to identify which business processes to automate first • The change management strategy that actually works
cognitive dAIrwinism is real. 🧠 We’re not “adopting AI.” We’re being selected by it. Right now, most companies are pushing AI fluency while others are pushing frontier models to their limits. Meanwhile, AI slop is eroding the quality work and communication. This creates an AI tax where people have to do more work to get to the point, insights, or outcomes. The cost? Attention. Trust. Relationships. If you give your thinking to AI vs building with it, that’s cognitive dAIrwinism. If your company does this at scale, prioritizing automation vs augmentation, that’s called AI Darwinism, not survival of the biggest company, it’s survival of the most adaptive. It’s leaders falling behind their own teams while a small group of power users pulls away with compounding advantage. OpenAI found power users tap roughly 7x more advanced “thinking capabilities” than typical users. Same access. Totally different outcomes. And OpenAI described a model as being “instrumental in creating itself.” That means the curve is accelerating without waiting for your change management. So ask yourself: Are you building an organization that can keep up…or are you building the conditions for burnout, mediocrity, and being outlearned? Watch the video. Send it to your leadership team. #AIDarwinism #Leadership #FutureOfWork #Leadership #GenerativeAI
cognitive dAIrwinism is real. 🧠 We’re not “adopting AI.” We’re being selected by it. Right now, most companies are pushing AI fluency while others are pushing frontier models to their limits. Meanwhile, AI slop is eroding the quality work and communication. This creates an AI tax where people have to do more work to get to the point, insights, or outcomes. The cost? Attention. Trust. Relationships. If you give your thinking to AI vs building with it, that’s cognitive dAIrwinism. If your company does this at scale, prioritizing automation vs augmentation, that’s called AI Darwinism, not survival of the biggest company, it’s survival of the most adaptive. It’s leaders falling behind their own teams while a small group of power users pulls away with compounding advantage. OpenAI found power users tap roughly 7x more advanced “thinking capabilities” than typical users. Same access. Totally different outcomes. And OpenAI described a model as being “instrumental in creating itself.” That means the curve is accelerating without waiting for your change management. So ask yourself: Are you building an organization that can keep up…or are you building the conditions for burnout, mediocrity, and being outlearned? Watch the video. Send it to your leadership team. #AIDarwinism #Leadership #FutureOfWork #Leadership #GenerativeAI
9 Business Analyst terms you should know before your first real project 👇 1. Root Cause Analysis (RCA) Finding the actual reason a problem happened instead of simply fixing the visible symptom. 2. Gap Analysis Comparing the current state with the desired state to identify what needs to change. 3. Impact Analysis Understanding what a proposed change could affect, such as systems, processes, users, teams, cost, or timelines. 4. Feasibility Study Checking whether a proposed solution is actually practical from a technical, business, operational, and financial perspective. 5. Process Mapping Visually representing how a process works from start to finish. It helps identify bottlenecks, gaps, duplication, and unnecessary steps. 6. As-Is / To-Be As-Is: How the process works today. To-Be: How the process should work after the proposed change. 7. Stakeholder Mapping Identifying who is affected by the project, who has influence, and who needs to be involved or kept informed. 8. Prioritisation Deciding which requirements should be addressed first based on factors like business value, urgency, effort, dependencies, and risk. 9. Change Management Managing the people, processes, and adoption involved when an organisation moves from the current way of working to a new one. If you’re preparing for a Business Analyst role, these aren’t just terms to memorise. You need to understand when and why they’re used in a real project. 📌 Save this for your next BA interview/project. . . . business analyst, business analyst terms, business analyst terminology, business analyst skills, business analysis, business analyst interview, business analyst for beginners, aspiring business analyst, business analyst roadmap, business analyst career, business analyst projects, real world business analyst, root cause analysis, gap analysis, impact analysis, feasibility study, process mapping, as is to be, stakeholder mapping, requirements prioritization, change management, business requirements, requirement gathering, stakeholder management, business process analysis, business analyst India, business analyst fresher, business analyst jobs, tech careers, IT careers . . #businessana
9 Business Analyst terms you should know before your first real project 👇 1. Root Cause Analysis (RCA) Finding the actual reason a problem happened instead of simply fixing the visible symptom. 2. Gap Analysis Comparing the current state with the desired state to identify what needs to change. 3. Impact Analysis Understanding what a proposed change could affect, such as systems, processes, users, teams, cost, or timelines. 4. Feasibility Study Checking whether a proposed solution is actually practical from a technical, business, operational, and financial perspective. 5. Process Mapping Visually representing how a process works from start to finish. It helps identify bottlenecks, gaps, duplication, and unnecessary steps. 6. As-Is / To-Be As-Is: How the process works today. To-Be: How the process should work after the proposed change. 7. Stakeholder Mapping Identifying who is affected by the project, who has influence, and who needs to be involved or kept informed. 8. Prioritisation Deciding which requirements should be addressed first based on factors like business value, urgency, effort, dependencies, and risk. 9. Change Management Managing the people, processes, and adoption involved when an organisation moves from the current way of working to a new one. If you’re preparing for a Business Analyst role, these aren’t just terms to memorise. You need to understand when and why they’re used in a real project. 📌 Save this for your next BA interview/project. . . . business analyst, business analyst terms, business analyst terminology, business analyst skills, business analysis, business analyst interview, business analyst for beginners, aspiring business analyst, business analyst roadmap, business analyst career, business analyst projects, real world business analyst, root cause analysis, gap analysis, impact analysis, feasibility study, process mapping, as is to be, stakeholder mapping, requirements prioritization, change management, business requirements, requirement gathering, stakeholder management, business process analysis, business analyst India, business analyst fresher, business analyst jobs, tech careers, IT careers . . #businessana
Under Armour's growth streak shattered by a bungled software project. SAP implementation issues led to change management chaos and supply chain disruption. Lessons for every organization. #SAPImplementation #UnderArmour #BusinessLessons #SupplyChain #ChangeManagement #ERP #TechFailures #BusinessStrategy #DigitalTransformation
Under Armour's growth streak shattered by a bungled software project. SAP implementation issues led to change management chaos and supply chain disruption. Lessons for every organization. #SAPImplementation #UnderArmour #BusinessLessons #SupplyChain #ChangeManagement #ERP #TechFailures #BusinessStrategy #DigitalTransformation
Does the word 'networking' make you cringe? Simone Fox is the founder of 1448.agency, specialising in large-scale change management and business transformational projects in both the public and private sectors. In this discussion with host Helen McCabe, Simone discusses being a self-taught extrovert, the essential ingredients for effective change management, and the secret to being a master networker. Listen to the Future Women Leadership Series wherever you get your podcasts
Does the word 'networking' make you cringe? Simone Fox is the founder of 1448.agency, specialising in large-scale change management and business transformational projects in both the public and private sectors. In this discussion with host Helen McCabe, Simone discusses being a self-taught extrovert, the essential ingredients for effective change management, and the secret to being a master networker. Listen to the Future Women Leadership Series wherever you get your podcasts
Unternehmerakademie 2025 – Fast Line zum Unternehmenserfolg mit KI 📅 01.–02. Juli 2025 📍 München Starte jetzt durch und lerne, wie du KI gezielt für den Erfolg deines Unternehmens einsetzen kannst! In diesem praxisorientierten Seminar erfährst du, wie du eine individuelle KI-Strategie entwickelst, Potenziale bewertest und die richtige Technologie wählst – alles ohne unnötigen Aufwand. Was dich erwartet: 🔹 KI-Strategie entwickeln & in dein Business integrieren 🔹 Change Management für KI-Implementierungen meistern 🔹 Praktische Tipps zur Fehlervermeidung bei der KI-Einführung 🔹 Einblick in den EU AI Act und rechtliche Anforderungen 🔹 ChatGPT für die effiziente Unternehmensführung nutzen Melde dich jetzt an und sichere dir deinen Platz! 👉https://ow.ly/cl4650VVtvz
Unternehmerakademie 2025 – Fast Line zum Unternehmenserfolg mit KI 📅 01.–02. Juli 2025 📍 München Starte jetzt durch und lerne, wie du KI gezielt für den Erfolg deines Unternehmens einsetzen kannst! In diesem praxisorientierten Seminar erfährst du, wie du eine individuelle KI-Strategie entwickelst, Potenziale bewertest und die richtige Technologie wählst – alles ohne unnötigen Aufwand. Was dich erwartet: 🔹 KI-Strategie entwickeln & in dein Business integrieren 🔹 Change Management für KI-Implementierungen meistern 🔹 Praktische Tipps zur Fehlervermeidung bei der KI-Einführung 🔹 Einblick in den EU AI Act und rechtliche Anforderungen 🔹 ChatGPT für die effiziente Unternehmensführung nutzen Melde dich jetzt an und sichere dir deinen Platz! 👉https://ow.ly/cl4650VVtvz
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