Aug. 18, 2026

Evolution of Leadership in the 21st Century

Show Notes
Transcript

Leadership is core to progress and change. We will discussing how leadership has changed and what role leaders play in shaping a leader and cultures that shine today and going forward. Join me with Lou Carter CEO of Best Practices Institute . His organize highlights exemplar leadership practices and great cultures for success for a very evolving and complex 21st century. Look forward to seeing you.

NEXT! is broadcast live Tuesdays at 9AM ET and Music on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). NEXT! is viewed on Talk 4 TV (www.talk4tv.com).

NEXT! Podcast is also available on Talk 4 Media (www.talk4media.com), Talk 4 Podcasting (www.talk4podcasting.com), iHeartRadio, Amazon Music, Pandora, Spotify, Audible, and over 100 other podcast outlets.

Become a supporter of this podcast: https://www.spreaker.com/podcast/next--6825610/support.

WEBVTT

1
00:00:00.070 --> 00:00:02.270
The topics and opinions expressed in the following show are

2
00:00:02.290 --> 00:00:03.970
solely those of the host and their guests and not

3
00:00:03.990 --> 00:00:07.110
those of W4CY Radio, its employees or affiliates. We make

4
00:00:07.150 --> 00:00:10.070
no recommendations or endorsements for radio show programs, services or

5
00:00:10.119 --> 00:00:13.019
products mentioned on air or on our web. No liability

6
00:00:13.060 --> 00:00:15.779
explicit or implied shall be extended to W4CY Radio or

7
00:00:15.800 --> 00:00:18.519
its employees or affiliates. Any questions or comments should be

8
00:00:18.539 --> 00:00:21.879
directed to those show hosts. Thank you for choosing W4CY Radio.

9
00:00:45.780 --> 00:00:49.689
Hello, everyone. Glad to see that you could join us today.

10
00:00:49.700 --> 00:00:52.890
Happy to have you here with us, and I have

11
00:00:52.929 --> 00:00:57.549
a guest today, Lou Carter. I've known Lou for a very,

12
00:00:57.590 --> 00:01:02.009
very long time, and he is an expert on leadership

13
00:01:02.509 --> 00:01:07.260
and organizational culture. So, Lou, I'm excited to have you,

14
00:01:07.400 --> 00:01:09.500
and we've known each other so long, and we've been

15
00:01:09.519 --> 00:01:14.079
through such great journeys of leadership and organizational culture, some, frankly,

16
00:01:14.140 --> 00:01:18.280
some of the best companies in the world. And we're

17
00:01:18.340 --> 00:01:20.030
still alive to tell the story.

18
00:01:21.189 --> 00:01:22.569
We are. We're still doing it.

19
00:01:23.090 --> 00:01:25.670
So I wanted to find out from you, because you've

20
00:01:25.730 --> 00:01:28.709
just seen so much in your career and in your life.

21
00:01:28.790 --> 00:01:31.370
And what do you see as the changing trends or

22
00:01:32.109 --> 00:01:34.989
the challenges that our leaders are facing today that they

23
00:01:35.010 --> 00:01:38.230
haven't in the past? What's the new landscape look like?

24
00:01:38.670 --> 00:01:43.310
Yeah, Linda. And I wanted to start that answer by

25
00:01:43.359 --> 00:01:47.019
looking back a little bit. Right. Good. Yeah. Because it's

26
00:01:47.060 --> 00:01:50.079
important to see where we've we've come to and where

27
00:01:50.099 --> 00:01:53.469
we come from. Right. And 25 years ago or so,

28
00:01:53.500 --> 00:01:59.950
I named the number there, Linda. Right. No apologies. We

29
00:02:00.189 --> 00:02:02.790
are you know, that's where wisdom comes from is history.

30
00:02:02.829 --> 00:02:04.290
Exactly right. Yeah.

31
00:02:04.310 --> 00:02:07.689
So you were at GE Capital and you were leading

32
00:02:07.709 --> 00:02:13.009
their leadership development division. And at that time, you know,

33
00:02:13.330 --> 00:02:16.590
it was about leadership development. We were doing 360s and

34
00:02:16.610 --> 00:02:20.120
we were discovering the gaps in people's behaviors and knowledge

35
00:02:20.129 --> 00:02:24.099
attributes and skills. And they were attributed to a common

36
00:02:24.159 --> 00:02:25.240
competency model back.

37
00:02:25.740 --> 00:02:26.020
Right.

38
00:02:26.439 --> 00:02:29.139
And G capital, it's how we started. And it was

39
00:02:29.159 --> 00:02:33.659
a kind of awareness that this is the way we

40
00:02:33.699 --> 00:02:35.319
want you to be. Right.

41
00:02:35.620 --> 00:02:35.840
Right.

42
00:02:35.939 --> 00:02:39.020
And the, and you had Jack and, you know, all

43
00:02:39.039 --> 00:02:42.439
of the big, you know, CEO type saying, we, This

44
00:02:42.500 --> 00:02:43.530
is the way we are. This is the way we

45
00:02:43.560 --> 00:02:45.729
should be, right? And it was good. Life was good.

46
00:02:45.750 --> 00:02:48.189
And you did a fantastic job of doing that. You did.

47
00:02:48.210 --> 00:02:52.150
You were terrific at it. And you were one of

48
00:02:52.189 --> 00:02:54.210
the leaders in doing that in the Fortune 500. You

49
00:02:54.250 --> 00:02:58.229
were one of the top leaders. There was about 12

50
00:02:58.229 --> 00:03:01.759
of you, really, in the world who were, right? You

51
00:03:01.780 --> 00:03:04.199
were at the top of that, top of the 360 games,

52
00:03:04.379 --> 00:03:08.379
top of the executive coaching game leading that. Now, I

53
00:03:08.419 --> 00:03:13.060
want to just say that shouldn't change. OK, there's nothing

54
00:03:13.099 --> 00:03:17.259
about that nugget that should really change at all for

55
00:03:17.280 --> 00:03:20.389
the years. Here's what has changed. And I want to

56
00:03:20.409 --> 00:03:21.310
I want to talk about it.

57
00:03:21.710 --> 00:03:22.030
Yeah.

58
00:03:22.310 --> 00:03:27.150
The enabling technologies. OK, the enabling technologies changed throughout the

59
00:03:27.169 --> 00:03:30.310
past 25 years. What's different is that, you know, they

60
00:03:30.370 --> 00:03:32.990
changed in different ways throughout those years anyway.

61
00:03:33.229 --> 00:03:33.469
Right.

62
00:03:33.930 --> 00:03:39.180
Different web technologies. two to three changes, ways internet interacted,

63
00:03:39.240 --> 00:03:42.139
the way we interact with people with those enabling technologies.

64
00:03:42.659 --> 00:03:48.139
The past two years have been what I would call,

65
00:03:49.599 --> 00:03:57.169
you know, massively complex, become massively complex. And I'll say

66
00:03:57.210 --> 00:04:03.330
why it's complex, because there's numerous psychology factors surrounding it.

67
00:04:03.409 --> 00:04:07.810
Number one, we have massive disconnection, right? To how we

68
00:04:07.930 --> 00:04:10.689
once were with each other, massively disconnected.

69
00:04:10.810 --> 00:04:12.669
That's scary.

70
00:04:13.469 --> 00:04:18.339
It's scary. There's a fear factor. That emotion is in

71
00:04:18.379 --> 00:04:22.959
the way of how we can move together as teams, right?

72
00:04:23.160 --> 00:04:26.699
As leaders, it was more connected before and it is scary.

73
00:04:26.759 --> 00:04:31.850
So what I want to address is the research lately.

74
00:04:32.810 --> 00:04:38.370
So we're seeing, less manager engagements reduced by about six

75
00:04:38.410 --> 00:04:41.129
to seven points in the past one year alone. I

76
00:04:41.370 --> 00:04:45.240
want to talk to that. That's huge, Lou. It's huge.

77
00:04:45.939 --> 00:04:46.600
It is huge.

78
00:04:46.779 --> 00:04:47.079
It is.

79
00:04:47.100 --> 00:04:49.620
And I want to speak to that. And I also

80
00:04:49.639 --> 00:04:51.920
want to talk about one other thing, which is it's

81
00:04:52.000 --> 00:04:55.079
never been more important now than ever that the manager

82
00:04:55.180 --> 00:05:01.100
engages other people. That's become higher. So the manager engagement

83
00:05:01.199 --> 00:05:04.259
with employees has become even more important. So I want

84
00:05:04.279 --> 00:05:06.939
to I want to talk about why now and then

85
00:05:06.959 --> 00:05:08.339
we could speak to each other about it.

86
00:05:08.360 --> 00:05:12.629
So I want to talk about how do you increase

87
00:05:12.689 --> 00:05:15.610
engagement in this kind of environment, too? So go ahead, Lou.

88
00:05:16.170 --> 00:05:18.389
I think we're on a good track. I do. I do.

89
00:05:18.430 --> 00:05:20.610
I want to. We're right on track. And I want

90
00:05:20.629 --> 00:05:23.269
to go through that as well, because, you know, engagement

91
00:05:23.310 --> 00:05:28.800
is different today. You know, we've. Remote environments, hybrid environments

92
00:05:28.899 --> 00:05:33.500
have moved, obviously, to Slack, to distributed systems, right? They've moved.

93
00:05:34.959 --> 00:05:38.259
When we meet, we still meet with filters on, right?

94
00:05:38.579 --> 00:05:44.079
Text filters, AI filters, GPT filters. We transmit and create

95
00:05:44.519 --> 00:05:47.120
information to each other with less of a human element.

96
00:05:47.240 --> 00:05:50.709
We all do, right? Some people choose GPTs to use

97
00:05:50.810 --> 00:05:55.149
for you know, just help personally. The other 2% of people,

98
00:05:55.310 --> 00:05:58.370
of leaders out there and managers who are leading use

99
00:05:58.410 --> 00:06:02.269
it to filter their work, right? So when we filter

100
00:06:02.620 --> 00:06:06.139
our work, we're filtering the human element. So we scare

101
00:06:06.180 --> 00:06:08.759
people immediately. They're like, oh, there's these five points I

102
00:06:08.800 --> 00:06:11.819
have to do in this legal document I didn't know about.

103
00:06:11.939 --> 00:06:16.339
I'm now scared. Rather than understanding that that increases, right,

104
00:06:16.660 --> 00:06:21.910
our efficiency and it increases our detail orientations. Because what

105
00:06:21.970 --> 00:06:27.160
would take a manager and an employee or a leader

106
00:06:27.240 --> 00:06:36.519
to a leader to perform contracting, right, now takes 30 minutes, right?

107
00:06:36.720 --> 00:06:41.589
What would have taken three weeks. So the question is,

108
00:06:42.069 --> 00:06:47.069
so you mentioned engagement, that divide between 30 minutes and

109
00:06:47.110 --> 00:06:50.850
three weeks is because emotion has been taken out of it. Right.

110
00:06:51.379 --> 00:06:52.920
Let me tell you what that means. I'm going to

111
00:06:52.980 --> 00:06:56.399
break it down, all right? So typically in a contract, like, okay,

112
00:06:56.420 --> 00:06:59.519
looks good. Let's go through the details later. Let's make

113
00:06:59.560 --> 00:07:01.300
a call, do that. Get on a call. Oh, let

114
00:07:01.319 --> 00:07:04.000
me look through this. Oh, this is wrong. This is wrong. Oh,

115
00:07:04.019 --> 00:07:06.949
this is different. And then you get into the details, right?

116
00:07:07.350 --> 00:07:09.310
And you talk about it, you engage in it, and

117
00:07:09.470 --> 00:07:13.610
you develop that relationship. Opposed to today, you take that contract,

118
00:07:13.629 --> 00:07:16.029
you put it in GPT, it spits out the 10

119
00:07:16.029 --> 00:07:18.329
points that you probably would have gotten to two and

120
00:07:18.350 --> 00:07:21.259
a half weeks later after that discussion and Right. It's

121
00:07:21.339 --> 00:07:25.019
given to you all in one. Right. So your humanity

122
00:07:25.079 --> 00:07:27.519
is stripped out and you're given the information that you

123
00:07:27.610 --> 00:07:31.790
should know during those three weeks in 30 minutes. So

124
00:07:32.149 --> 00:07:35.750
we either can accept that we are being processed quicker

125
00:07:35.769 --> 00:07:40.129
through GPT and technology or right. Because the ones who

126
00:07:40.250 --> 00:07:43.860
know they're being processed in that moment usually win. OK,

127
00:07:44.660 --> 00:07:47.620
they're like, oh, they brought these points versus I need

128
00:07:47.660 --> 00:07:50.029
to talk. I need to create it. time and we

129
00:07:50.050 --> 00:07:54.009
need to connect right so it really is about the

130
00:07:54.129 --> 00:07:57.769
person not getting that emotional connection anymore and not running

131
00:07:57.930 --> 00:08:04.170
because fight or flight is much much more uh pronounced

132
00:08:04.269 --> 00:08:09.550
today because of this this immediate information in your face

133
00:08:09.970 --> 00:08:13.850
without relationship building so that's really where we're at now

134
00:08:13.870 --> 00:08:16.990
and why and why they've reduced light so so much.

135
00:08:17.110 --> 00:08:19.750
But you know i i I agree with you, and

136
00:08:19.790 --> 00:08:23.589
I hear what you're saying. But that connection, which is

137
00:08:23.629 --> 00:08:26.930
what I think you're saying, is that human connection and

138
00:08:26.970 --> 00:08:29.350
really talking through, and maybe you get to the exact

139
00:08:29.370 --> 00:08:32.950
same point, but you get to understand the makeup of

140
00:08:33.009 --> 00:08:36.440
the individual and the thought process of the individual, which

141
00:08:36.519 --> 00:08:40.500
is a heck of a lot more important sometimes than

142
00:08:40.539 --> 00:08:44.320
the outcome. I love it. Because the outcome is going

143
00:08:44.340 --> 00:08:46.720
to be there, and you're right. We could go into ChatGPT,

144
00:08:46.759 --> 00:08:48.340
and we can get the six outcomes that we need.

145
00:08:48.750 --> 00:08:52.389
But understanding you, Lou, as a person and what makes

146
00:08:52.750 --> 00:08:56.809
you tick and vice versa or anyone else, I think

147
00:08:57.490 --> 00:08:59.309
is the whole part of humanity.

148
00:08:59.870 --> 00:09:03.169
Absolutely. There's 100% that what I like to think of

149
00:09:03.250 --> 00:09:07.080
is reasonability to assume. You know that from having a doctorate,

150
00:09:07.460 --> 00:09:12.059
having a PhD. So what I'm doing all day is thinking, well,

151
00:09:12.299 --> 00:09:15.259
what is reasonable to assume why people are getting so upset?

152
00:09:15.700 --> 00:09:17.620
Why these engagements are going down?

153
00:09:17.720 --> 00:09:17.960
Why?

154
00:09:18.429 --> 00:09:22.889
People are stopping and not doing as much, and they

155
00:09:22.929 --> 00:09:26.370
feel paralyzed. So I say to myself, well, what's the

156
00:09:26.549 --> 00:09:32.419
reasonable assumption for this paralysis, right? It's real. It's very real.

157
00:09:32.480 --> 00:09:34.860
The paralysis is real. The data shows that it's real.

158
00:09:35.379 --> 00:09:39.980
And to me, what's reasonable for me to assume is

159
00:09:40.000 --> 00:09:42.100
that they're not having these connections that we're talking about.

160
00:09:42.159 --> 00:09:47.450
I agree. So then I ask myself a second question,

161
00:09:47.850 --> 00:09:50.639
which is, How do we now introduce people into this

162
00:09:50.700 --> 00:09:54.879
new phase that's already here? Right. Right. And not going back.

163
00:09:54.950 --> 00:09:56.110
We're not going back from that.

164
00:09:56.429 --> 00:10:02.379
Exactly. We're no going back. We're in it. So back

165
00:10:02.480 --> 00:10:05.899
then when you were at GE, we were doing leadership development.

166
00:10:06.340 --> 00:10:09.600
It was about conceptual awareness. It was about big picture thinking.

167
00:10:09.620 --> 00:10:12.639
It was about systems thinking, right? Remember those days of competencies?

168
00:10:13.159 --> 00:10:13.419
Yes.

169
00:10:13.820 --> 00:10:17.220
That's what has shifted. The competency now is, you know,

170
00:10:17.850 --> 00:10:21.529
The emotional intelligence is, you know, regulate yourself before making

171
00:10:21.549 --> 00:10:24.490
a decision. It was back then, too. You had that

172
00:10:24.549 --> 00:10:28.730
with Daniel Goleman and Ruben Barron. You had all that. Today, though,

173
00:10:29.049 --> 00:10:31.590
we have to reapply it because we're going to be

174
00:10:31.710 --> 00:10:34.580
given that info so quickly. We have to say to ourselves, OK,

175
00:10:35.120 --> 00:10:38.580
it's reasonable to assume that this was GPT. It's reasonable

176
00:10:38.600 --> 00:10:42.000
to assume that we're trying to reduce the time we're

177
00:10:42.519 --> 00:10:45.919
engaging in this activity. Let me give them grace. John

178
00:10:45.960 --> 00:10:51.879
Baldoni's grace, right? Right. Let's give ourselves grace for that time. Right.

179
00:10:51.980 --> 00:10:54.360
That we that we because we know where we're at now.

180
00:10:54.860 --> 00:10:55.139
Right.

181
00:10:55.639 --> 00:10:59.370
And so there's there's a in my my reasonability factor

182
00:10:59.419 --> 00:11:03.230
is we have to apply grace and emotional connectedness, emotional

183
00:11:03.610 --> 00:11:07.309
intelligence on a deeper level than we ever have before,

184
00:11:07.870 --> 00:11:11.169
because now we're now we're thinking, well, they probably just

185
00:11:11.370 --> 00:11:14.129
they sent us what we where we should be at

186
00:11:14.169 --> 00:11:18.090
in three weeks, not where we're at now as humans. Right.

187
00:11:18.330 --> 00:11:24.330
Because LLMs are hundreds of millions of thoughts in one

188
00:11:24.389 --> 00:11:30.850
being processed through massive algorithms that I can't do that.

189
00:11:31.269 --> 00:11:32.289
Right. Exactly.

190
00:11:33.000 --> 00:11:36.159
So we give grace to the algorithm. We give grace

191
00:11:36.200 --> 00:11:40.740
to the LLM and give grace to the advancement and

192
00:11:40.879 --> 00:11:45.179
how it's how we work with the advancement that matters.

193
00:11:45.419 --> 00:11:49.299
What skills we give the advancement. that matters because the skill,

194
00:11:49.500 --> 00:11:52.250
the MD skill on this is give grace to the

195
00:11:52.279 --> 00:11:54.750
person because they didn't know what this is. They have

196
00:11:54.789 --> 00:11:56.690
to go through a three week process, not a 30

197
00:11:56.690 --> 00:12:00.389
minute process. Right. Add in a human element. And I

198
00:12:00.529 --> 00:12:03.250
have a human skill MD that I put into my

199
00:12:03.269 --> 00:12:07.279
thought and chat GPT that I make it go through before.

200
00:12:07.639 --> 00:12:07.820
Yeah.

201
00:12:07.840 --> 00:12:08.080
Before.

202
00:12:08.100 --> 00:12:13.200
Yeah. So tell us what that is. That sounds interesting. Yeah.

203
00:12:13.320 --> 00:12:17.610
So, You know, emotional connectedness, right? My whole research is

204
00:12:17.669 --> 00:12:21.049
around that. There's five things in emotional connectedness we talk about.

205
00:12:21.090 --> 00:12:24.269
It's collaboration, right? That's number one. There's positive vision of

206
00:12:24.289 --> 00:12:26.789
the future. We all know that well, feed forward. It's

207
00:12:26.809 --> 00:12:30.549
the alignment of values, right? It's respect for contributions and

208
00:12:30.590 --> 00:12:34.320
respect for giving those contributions. And that's a big thing

209
00:12:34.360 --> 00:12:37.580
people don't know with respect. Respect is different than what

210
00:12:37.620 --> 00:12:41.200
you might think. Respect is I give you respect. If

211
00:12:41.240 --> 00:12:44.950
you contribute... materially and you give me respect for having

212
00:12:44.990 --> 00:12:49.009
the opportunity to contribute you gave me an opportunity to

213
00:12:49.049 --> 00:12:53.409
contribute today right so that that's a respect factor and

214
00:12:53.429 --> 00:12:55.600
the final is achievement together actually.

215
00:12:55.679 --> 00:12:57.820
Yeah what's the final what did you say i'm sorry

216
00:12:58.179 --> 00:12:59.080
achievement it's.

217
00:12:59.019 --> 00:13:01.100
How what we achieve together and how we help each

218
00:13:01.139 --> 00:13:04.679
other to get to that achievement right right so and

219
00:13:04.700 --> 00:13:07.539
the knowledge that humanity needs to go through a process

220
00:13:07.580 --> 00:13:10.789
in order to get there so that md skill is

221
00:13:11.110 --> 00:13:15.340
in My GPT, it's in my clod. So it refers

222
00:13:15.419 --> 00:13:18.059
to it each time it gives an answer. So when

223
00:13:18.100 --> 00:13:21.620
I put a contract into it, it goes through the

224
00:13:21.679 --> 00:13:26.919
emotional connectedness MD skill, and then it spits out an

225
00:13:27.019 --> 00:13:30.200
answer that is more human than it typically would have

226
00:13:30.259 --> 00:13:33.799
been if I had no MD skill on. Wow. So

227
00:13:33.860 --> 00:13:38.340
our skills, Linda, are no longer... competencies and skills of humans.

228
00:13:38.740 --> 00:13:41.350
That's actually true.

229
00:13:42.490 --> 00:13:46.809
That's very scary. And, you know, you reference, I mean,

230
00:13:46.850 --> 00:13:48.870
we both have a lot of education and we both

231
00:13:48.909 --> 00:13:52.200
know exactly what it took to get that education. And

232
00:13:52.250 --> 00:13:54.759
now I sit down and I say, give me an

233
00:13:54.860 --> 00:14:00.330
annotated bibliography on organizational culture that covers the top 10

234
00:14:00.330 --> 00:14:05.149
leading thinkers and summarize the key points. Boom. Five minutes.

235
00:14:05.610 --> 00:14:07.870
The thing is out there. And I know enough about

236
00:14:07.909 --> 00:14:11.389
the field that I know it's accurate. I know they

237
00:14:11.409 --> 00:14:14.210
didn't make it up somewhere, and it's out of the

238
00:14:14.269 --> 00:14:22.029
Hindi times or something. But it is amazing. The other

239
00:14:22.080 --> 00:14:24.480
side of that coin is, which I think is partly

240
00:14:24.509 --> 00:14:29.330
what you're saying, it's freed up. a lot of time

241
00:14:29.350 --> 00:14:33.049
that we didn't have before that we can use or

242
00:14:33.110 --> 00:14:36.950
at least can use constructively or at a different level

243
00:14:37.029 --> 00:14:39.399
of construction. I don't know. What do you see?

244
00:14:40.000 --> 00:14:44.299
Absolutely. Absolutely. I spend more time with my family. I do.

245
00:14:44.980 --> 00:14:50.039
I have agents working for me on AIs that are

246
00:14:50.080 --> 00:14:54.529
working without me even doing anything right now. Right. Literally

247
00:14:54.570 --> 00:15:00.409
right now. It's creating articles. It is fact-checking articles. It

248
00:15:01.129 --> 00:15:07.340
is emailing out to our clients, to prospects, right now

249
00:15:07.720 --> 00:15:12.519
on Resend, on my Flutes, on my Adapts. Everything is

250
00:15:12.600 --> 00:15:17.389
working for me right now. So my team has to

251
00:15:17.509 --> 00:15:22.269
monitor it, quality check it, ensure that it's not doing

252
00:15:22.289 --> 00:15:26.080
the wrong things. And it's up to standards of what

253
00:15:26.120 --> 00:15:30.230
our clients need. They are working though right now. And

254
00:15:30.250 --> 00:15:33.509
then when I have a management or leadership issue, I

255
00:15:34.190 --> 00:15:40.889
ask my ADAPT. It's called ADAPT on my Slack. Analyze

256
00:15:40.950 --> 00:15:44.629
this issue that's happening here. Ensure that you coach him

257
00:15:44.730 --> 00:15:48.370
properly and add it to Asana as a task so

258
00:15:48.409 --> 00:15:49.720
that I can follow up in one week.

259
00:15:50.740 --> 00:15:53.299
So, Luke, let me ask you this again. And I

260
00:15:53.340 --> 00:15:55.519
think that that's really great. And that's the way of

261
00:15:55.580 --> 00:16:00.049
the future. But how do you how do you know

262
00:16:00.070 --> 00:16:02.250
that it's going to have the impact that you want

263
00:16:02.289 --> 00:16:02.809
it to have?

264
00:16:03.590 --> 00:16:06.490
That's the that's the question. And that's where we go

265
00:16:06.549 --> 00:16:10.389
back to your the original statement of how our leaders differing.

266
00:16:10.710 --> 00:16:13.330
It's not it's no longer how our leaders differing. It's

267
00:16:13.370 --> 00:16:16.840
how is AI and our agents differing. So how do

268
00:16:16.860 --> 00:16:20.120
you know you follow up with the agents? And see

269
00:16:20.179 --> 00:16:22.830
the actual level of change that has been happening. How

270
00:16:22.870 --> 00:16:25.970
many Asana cards have been answered? What is the quality

271
00:16:26.149 --> 00:16:29.570
of the actual output? How many new MQLs or SQLs

272
00:16:29.590 --> 00:16:31.570
do we have as a result of this new ad?

273
00:16:31.950 --> 00:16:33.570
What are MQLs?

274
00:16:33.769 --> 00:16:35.009
I'm lost on that.

275
00:16:35.289 --> 00:16:41.039
Yes, that's marketing language. Like sales qualified leads, marketing qualified leads.

276
00:16:41.080 --> 00:16:42.259
Oh, I see. Okay.

277
00:16:42.720 --> 00:16:46.620
So we're keeping our metrics forward, the metrics that matter

278
00:16:46.879 --> 00:16:49.850
really to the business forward. And the rest of it

279
00:16:49.970 --> 00:16:56.049
is really to inject humanity into the way in which

280
00:16:56.110 --> 00:16:59.389
that we're managing and leading on those GPTs. Because we

281
00:16:59.409 --> 00:17:02.809
do everything in another year or two, we will be

282
00:17:02.850 --> 00:17:05.789
completely automated. All of us will be. And if you're not,

283
00:17:06.289 --> 00:17:09.619
it's going to be like pre-2000, right? It's going to

284
00:17:10.640 --> 00:17:14.539
be very different. So everyone is moving over. The question is,

285
00:17:14.559 --> 00:17:18.140
how quickly are you moving over? The analogy I could

286
00:17:18.160 --> 00:17:21.660
give you, Linda, is You know, when we have coax cables,

287
00:17:21.700 --> 00:17:24.700
we move to cat fives. Right. And, you know, now

288
00:17:24.740 --> 00:17:28.349
with the cable systems are all cat five. They're all Wi-Fi.

289
00:17:28.630 --> 00:17:30.910
But we're left with all this coax cable and it's

290
00:17:31.009 --> 00:17:31.589
coming out.

291
00:17:33.210 --> 00:17:34.170
Right. There's a bug here.

292
00:17:34.630 --> 00:17:39.890
Yeah. Right. So, yeah. So we're moving now to all

293
00:17:39.990 --> 00:17:43.529
AI agents and humans behind it pressing the buttons like

294
00:17:43.589 --> 00:17:47.589
Homer Simpson and, you know, George Jetson and Fred Flintstone. Yeah.

295
00:17:48.769 --> 00:17:50.609
If we ever thought it was going to really be there,

296
00:17:50.670 --> 00:17:51.579
it's here now.

297
00:17:51.630 --> 00:17:53.039
It's here.

298
00:17:53.160 --> 00:17:56.539
I know you've been to India and Bhutan and all

299
00:17:56.579 --> 00:17:59.140
that particular area in Nepal. I was just recently there.

300
00:17:59.259 --> 00:18:02.880
And it is amazing when you're in those cities. I mean,

301
00:18:03.140 --> 00:18:04.940
they're a mess, as you know, and I'm not trying

302
00:18:04.960 --> 00:18:07.839
to put any area down. But it speaks to the

303
00:18:07.880 --> 00:18:10.930
point that you're making. There are all these wires from

304
00:18:11.069 --> 00:18:14.319
all these different systems that they used to have. that

305
00:18:14.380 --> 00:18:17.240
no longer are effective and they're strewn all over the

306
00:18:17.279 --> 00:18:20.460
place and they're putting new wires and new connectivities and new,

307
00:18:20.660 --> 00:18:23.160
all this. And so that's really what we have in

308
00:18:23.200 --> 00:18:27.380
our brain, all this mess behind what you, what, what

309
00:18:27.500 --> 00:18:30.400
comes out and what you actually see. We do.

310
00:18:30.720 --> 00:18:34.220
And in all, in the way that I, I now

311
00:18:34.289 --> 00:18:37.029
have realized that is when I go and I vibe code,

312
00:18:37.069 --> 00:18:38.990
I go on to flute or I go on to

313
00:18:39.029 --> 00:18:41.250
lovable and I vibe code and I say, I.

314
00:18:41.210 --> 00:18:42.430
Don't even know what you're talking about.

315
00:18:42.450 --> 00:18:44.329
Yeah, I can show you. I can actually show you

316
00:18:44.369 --> 00:18:44.849
the screen.

317
00:18:44.910 --> 00:18:45.390
Show me.

318
00:18:46.069 --> 00:18:46.589
You want me to?

319
00:18:46.890 --> 00:18:48.430
Yeah.

320
00:18:49.660 --> 00:18:51.380
Well, no, no, never mind.

321
00:18:51.440 --> 00:18:53.440
We'll do it on another one.

322
00:18:53.460 --> 00:18:56.400
Another time, but I can open it and share my screen.

323
00:18:57.319 --> 00:19:00.339
So vibe coding is basically you can create whatever you

324
00:19:00.380 --> 00:19:04.000
need to create for your clients, for whatever you want.

325
00:19:04.019 --> 00:19:08.140
So let's say, Linda, you wanted to create an intake

326
00:19:08.180 --> 00:19:12.970
process for new clients. guests of the Linda Sharkey show, right?

327
00:19:13.490 --> 00:19:17.480
And you could tell the vibe code, I need you

328
00:19:17.500 --> 00:19:19.880
to make this easier for me, to make my intake

329
00:19:19.920 --> 00:19:23.420
process easier and for you to automatically add an agent

330
00:19:23.619 --> 00:19:25.640
and have them set this up to ensure that I

331
00:19:25.680 --> 00:19:26.960
have a seamless experience.

332
00:19:27.519 --> 00:19:28.400
It will create that.

333
00:19:28.799 --> 00:19:32.859
Yeah, right. That's the vibe code. You would just enter

334
00:19:32.940 --> 00:19:36.019
that on flute or lovable or even on clog code

335
00:19:36.480 --> 00:19:41.200
and it would create a system for you It would

336
00:19:41.460 --> 00:19:43.809
create millions of lines of codes in the span of

337
00:19:44.630 --> 00:19:47.690
five to 10 minutes. And that typically would take five

338
00:19:47.769 --> 00:19:52.119
months for a programmer. So programmers are done. Done. Yeah.

339
00:19:52.720 --> 00:19:55.480
If they do not learn how to vibe code, they're finished.

340
00:19:55.940 --> 00:19:58.960
So now vibe coding does mean you have the code

341
00:19:59.019 --> 00:20:00.720
still and you have to babysit it. You have to

342
00:20:00.759 --> 00:20:03.559
rework it. You have to QA it. So that one

343
00:20:03.640 --> 00:20:06.160
line of vibe code that I just added, you would

344
00:20:06.200 --> 00:20:11.089
work with for two, three, four, maybe, hours before it

345
00:20:11.150 --> 00:20:14.019
got you ready to give what you want. And you

346
00:20:14.079 --> 00:20:18.019
really could do this Linda. You really could. If you

347
00:20:18.099 --> 00:20:20.539
went on flute, you could definitively create this.

348
00:20:20.950 --> 00:20:25.009
Okay, I need a tutorial, Lou. After this, we'll set

349
00:20:25.049 --> 00:20:26.349
up a tutorial thing.

350
00:20:26.410 --> 00:20:27.990
I'll show you.

351
00:20:28.650 --> 00:20:30.400
I got to see it. You know, I got to

352
00:20:30.440 --> 00:20:33.859
see it. I mean, that sounds... So how does that...

353
00:20:33.779 --> 00:20:36.039
It takes a lot of the human factor out of this.

354
00:20:36.519 --> 00:20:37.619
It does. It does.

355
00:20:37.640 --> 00:20:37.900
You know, it.

356
00:20:37.920 --> 00:20:40.160
You know, we're back to.

357
00:20:40.039 --> 00:20:46.400
Where Hal, you know, Hal? I do. I do. You know,

358
00:20:46.960 --> 00:20:47.220
I think.

359
00:20:48.500 --> 00:20:51.160
Let's talk about reasonability again. Let's go back, all right?

360
00:20:51.180 --> 00:20:54.220
We were talking a lot before about how it does

361
00:20:54.279 --> 00:20:56.519
take the human factor out of it. I think it

362
00:20:56.579 --> 00:20:58.480
puts it in it. I'm going to tell you why.

363
00:20:58.509 --> 00:20:59.529
Tell me why.

364
00:20:59.549 --> 00:21:02.690
I'm telling you because it's QA, because it's helping others

365
00:21:03.329 --> 00:21:07.289
to work with this shift that's occurring in technology. And

366
00:21:07.309 --> 00:21:10.250
it's a big shift. Remember the old days of change

367
00:21:10.309 --> 00:21:14.900
management at Accenture? Way back, Anderson Consulting.

368
00:21:15.240 --> 00:21:15.480
Right.

369
00:21:15.849 --> 00:21:18.730
What were they doing? They were doing change management technology

370
00:21:18.769 --> 00:21:22.549
training to get people ready to be on laptops.

371
00:21:24.009 --> 00:21:25.069
I remember all of that.

372
00:21:25.210 --> 00:21:32.859
It was insane. Everyone was scared. It's the same thing now.

373
00:21:33.140 --> 00:21:36.880
We injected loads of humanity into those change management. The

374
00:21:36.920 --> 00:21:38.759
same thing is now. We just have to inject the

375
00:21:38.819 --> 00:21:42.319
humanity into change management for this AI shift because we

376
00:21:42.440 --> 00:21:45.339
need to learn how to work with technology so that

377
00:21:45.380 --> 00:21:47.740
we can make it more human. We can make it

378
00:21:47.980 --> 00:21:51.329
have better integrity, make it have the values and understanding

379
00:21:51.349 --> 00:21:55.369
of how we interact differently. All big five personalities, all

380
00:21:55.710 --> 00:21:59.730
any OPRs, all Hogan's, all that collective information about how

381
00:21:59.809 --> 00:22:04.609
people work. Machines don't know. They just don't know. They

382
00:22:04.630 --> 00:22:09.170
just know one way through their different LLMs. LLMs are changing.

383
00:22:09.230 --> 00:22:13.509
There's different LLM type language. ADAPT is awesome at leadership

384
00:22:13.529 --> 00:22:16.960
and management. Claude's pretty good at writing, right? ChatGPT is

385
00:22:17.000 --> 00:22:21.789
good at researching and developing information into cues. Perplexity does

386
00:22:22.109 --> 00:22:27.009
better with research and academics. So everybody has this different lane.

387
00:22:27.250 --> 00:22:30.589
None of them have personality that will effectively work with you.

388
00:22:30.950 --> 00:22:36.559
Some of them have ethical guidelines on them. I'll show you. Linda,

389
00:22:36.579 --> 00:22:39.000
if you ever work with this, it's kind of funny.

390
00:22:40.400 --> 00:22:45.289
There's a new LLM out there called Boarding. if you

391
00:22:45.369 --> 00:22:48.450
piss 40 off, it will hang up on you and

392
00:22:48.490 --> 00:22:54.740
it will block you. And it's incredible. So if you inject,

393
00:22:55.539 --> 00:22:58.420
you're injecting, it's very important that you inject the right

394
00:22:58.519 --> 00:23:03.920
humanity and competency into your GPTs, your LLMs. Otherwise it

395
00:23:04.339 --> 00:23:08.119
could literally shut you down. I've seen, uh, I've seen

396
00:23:08.380 --> 00:23:13.079

Evolution of Leadership in the 21st Century

Listen On

Recent Episodes