BUSINESS INSIDER – JUN 4 – Former and current OpenAI employees rally for increased transparency amidst concerns over reckless pursuit of artificial general intelligence. They demand protections for whistleblowers and call for a culture of open critique to address risks in AI development.
By Jordan Hart | JUN 4, 2024
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1. Painfully Self-Aware Leadership: Recognizing and compensating for your weaknesses by hiring people with complementary strengths is key. This helps ensure the company’s future growth, not just personal ambition.
2. Trial Runs with Successors: Gradually hand over responsibilities to your successor, allowing them to lead while you observe. This builds trust and smoothens the transition process.
By Cameron Yarborough | AUG 26, 2024
Read the original article at FAST COMPANY
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1. Treat Employees as Valuable Assets: Foster trust, transparency, and work-life balance. Recognize efforts and promote professional development. For example, a founder who openly communicates, values diverse perspectives, and rewards achievements will create a workplace where top talent thrives and wants to stay.
2. Empower Employees with Autonomy: Give employees responsibility and the freedom to make decisions. For instance, if employees are trusted to handle projects independently, they feel valued and motivated. This autonomy leads to innovation and a more engaged, productive team.
By Expert Panel® | JUL 24, 2024
Read the original article at FORBES
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HBR – Managing departmental transitions requires clear communication, employee involvement, structured planning, and continuous support. Leadership should establish transparent communication channels to convey the transition’s objectives and progress. Engaging employees in the transition process through feedback and participation helps alleviate concerns and fosters a sense of ownership. Developing a detailed transition plan with defined roles and responsibilities ensures a smooth execution. Providing continuous support, including training and resources, helps employees adapt to new changes and maintain productivity. These strategies are essential for successful departmental transitions and organizational stability.
By Susan Peppercorn and Tony Martignetti