Skip to main content

What Business Leaders Need To Know About Artificial Intelligence

Mastering AI by Jeremy Kahn is absolutely a must-read for every business leader who wants to better understand the history and evolution of AI (Artificial Intelligence), and more important, the promise and perils of AI for businesses and society. Even if you think you have a basic understanding of AI, this book is an essential resource for you. 

That is because Kahn delivers not only a timely, thorough and thought-provoking examination of AI’s benefits to humanity as well as its potentially chilling dangers, but also and vitally, a declaration for how we should proceed as AI evolves.

Reading Mastering AI reminded me of the popular The Popcorn Report by Faith Popcorn – where in 1992 she identified and forecasted trends to chart the future's impact on our businesses, our lives, and our world. 

Similarly, Fortune magazine journalist, Kahn, draws on his expertise and extensive contacts among the companies and scientists at the forefront of artificial intelligence to offer dramatic predictions of AI’s impact over the next decade, from reshaping our economy and the way we work, learn, and create to unknitting our social fabric, jeopardizing our democracy, and fundamentally altering the way we think.

Kahn explains that AI depends on three components:

  1. Algorithms
  2. Computing Power
  3. Data 
What AI does:

  • AI processes massive amounts of data, looking for patterns to model decision-making. 
  • AI enables computers and machines to simulate human intelligence and problem-solving capabilities 
  • AI technology can process substantial amounts of data in ways, unlike humans. 

Within the next five years, Kahn predicts AI will disrupt almost every industry and enterprise, with vastly increased efficiency and productivity. 

For example, Kahn foresees that AI will restructure the workforce, making AI “copilots” necessary for every knowledge worker. 

“Almost every professional, in fields from accounting to medicine to architecture, will be using an AI copilot, helping to automate many routine tasks in their jobs and acting as a kind of digital colleague,” says Kahn. 

And away from work, Kahn forecasts that AI will:

  • Revamp education, meaning children around the world can have personal, portable tutors.
  • Revolutionize health care, making individualized, targeted pharmaceuticals more affordable.
  • Compel us to reimagine how we make art, compose music, and write and publish books. 

“The potential of generative AI to extend our skills, talents, and creativity as humans is undeniably exciting and promising,” shares Kahn. 

However, “while this new technology has a bright future, it also casts a dark and fearful shadow,” warns Kahn. 

Kahn explains that if not carefully designed and vigilantly regulated AI will deepen income inequality, depressing wages while imposing winner-take-all markets across much of the economy. 

Also, continuing a process begun by the internet, AI will rewire our brains, likely inhibiting our ability to think critically, to remember, and even to have a good relationship with one another—unless we all take decisive action to prevent this from happening. 

“Yes, this technology is strange and frightening, but it is also exciting and fabulous in equal measure,” says Kahn. He adds that “like every technology that has come before, we can master AI. But to do so, we must master ourselves. We must apply our own natural intelligence, creativity, and wisdom. If this is indeed the last invention humanity ever creates, we’d better make it good.” 

Jeremy Kahn

Today, Kahn shares these additional insights for business leaders: 

Question: In general, what are the most important factors to consider when thinking about how a company can use AI to gain a competitive advantage? 

Kahn: For most companies, their competitive advantage will come from any proprietary data they have that can give them a competitive edge. 

For large rights holding organizations—such as publishers, movie studios, record labels, pharmaceutical companies, and others with big IP (intellectual property) libraries—this advantage could potentially come from this back catalog of intellectual property. 

But for the majority of companies, the really unique data they have is their own customer data. If they can use that data correctly, AI should allow them to do a better job of market segmentation and then targeting those segments with much more personalized advertising and offers, and possibly, depending on the business, with more personalized products. 

Then the other kind of data that organizations have that might give them a competitive advantage is all the tacit knowledge that is not documented anywhere but exists in the minds and experience of their best performing employees—the people who are true experts and masters of their professional craft (be that sales or operations or legal work). 

Until now, there was no good way to turn that tacit knowledge into data that a company could use. But AI offers a way to potentially capture that tacit knowledge and turn it into data that AI can then process and use to help uplift the performance of workers across the organization. The only big question will be, how best to capture that data so that tacit knowledge can be extracted? The businesses that can figure this out first will have a competitive advantage over others. 

Question: How should a business leader incorporate thoughts of AI into his/her five-year planning? 

Kahn: Leaders need to start thinking now about how AI could potentially reshape the competitive landscape of their industry: 

  • How might it upend existing business models?
  • Are you ready for that shift?
  • How can you defend your business and position it to excel if AI does become the dominant technology platform in the next five years? 

For many leaders, they should begin experimenting with AI now and see what they can do with today's software. But they should also realize that the AI being used today will probably be the worst AI they will use. 

So, they need to project ahead and plan for AI that will be much more capable within five years. For most businesses, this means they should not train their own models, but should instead look to buy from outside vendors. They should also try to architect the use of AI in their systems so they are not locked into a particular model or vendor over the long term but could potentially, in a modular way, slot in different models into that architecture. 

What they should definitely do is make sure they have a good handle on all of their data, make sure it is cleaned up, and make sure it is in a form that can easily be accessed by AI to perform useful tasks. That digital transformation is the fundamental foundation on which all else will be built.

___ 

Reading Mastering AI will improve your understanding of the technology (pros and cons), spur your imagination for what is possible, and encourage you to embrace what is necessary to keep AI at bay. 

Kahn is an award-winning journalist for Fortune magazine, where he covers artificial intelligence and other emerging technologies. In addition to cover stories and features, he writes Fortune’s weekly Eye on AI newsletter and cochairs its Brainstorm AI technology conferences. 

Previously, he wrote about technology, including AI, for Bloomberg. His writing on a range of subjects has also appeared in The New York Times, Newsweek, The Atlantic, Smithsonian magazine, The Boston Globe, The New Republic, and Slate

Thank you to the book’s publisher for sending me an advance copy of the book.

Comments

Popular posts from this blog

How To Harness Employee Experience Design To Attract And Retain The Best Talent

  Employee Experience Design (EXD) is designing with people and not for them. It’s a proven method for engaging and collaborating with your employees to help solve your most difficult workplace challenges.   You’ll learn all about EXD in the new book, Employee Experience Desing: How To Co-Create Work Where People And Organizations Thrive , by Dean E. Carter , Samantha Gadd, and Mark Levy .   “Many organizations are drowning in policies and initiatives. EXD is a way to reduce that burden while delivering better results both for employees and for the bottom line,” explain the authors.   The book includes inspiring stories from brands like Airbnb and Patagonia, among many others, including those in retail, healthcare, hospitality, apparel, and biotech. It describes the power that’s unleashed when organizations design with and not for their employees.   The first part of the book covers The Why of why EXD is so important and addresses legitimate – and tough –...

How To Survive, Reset And Then Thrive

“Uncertainty is here to stay. Rather than seeing it as an obstacle to overcome, integrate it into your strategic approach to invigorate your high-growth potential and outperform competition under any market condition,” explains  Rebecca Homkes , author of the book,  Survive, Reset, Thrive .   “Most books aren’t honest enough about how hard it is to  reset ,” adds Homkes. Yet, resetting and leaning into change is essential. “If you are ready to embrace change as a central element of your growth strategy, this book is for you.” Homkes’ book is a timely, comprehensive, and essential read for business leaders looking to take the next step toward ensuring high growth for their companies. The book brings together more than 15 years of Homkes working directly with high-growth companies of all sizes and across a wide variety of industries.   Survive, Reset, Thrive (SRT) is a practical and innovative  interconnected three-mode approach :   Survive : Stabil...

Why Your Middle Managers Are So Important

The book,  Power To The Middle , shows how  managers  are the crucial link between a company’s ground floor and top brass. “Too often company leaders view middle managers in a negative light as expendable employees who can slow down productivity and overall strategy,” explain the book’s authors and McKinsey partners  Bill Schaninger ,  Bryan Hancock , and  Emily Field .  “However, new KcKinsey research reveals that this outdated perspective needs to change and that well-developed managers  are  the strategy that companies must prioritize to succeed today,” they add.  Most importantly, by the end of their book, the authors sum up their insights and provide a  playbook  that will help senior leaders let go of the command-and-control mindset that has hobbled their managers for so long.  The authors define middle managers as the people who are at least once removed from the front line and at least a layer below the senior lead...

How To Build Great Work Relationships

Here is a book I wish was published back when I was early in my career. It’s called,  Bosses, Coworkers, and Building Great Work Relationships . It’s one of four books in the new  Harvard Business Review  ( HBR )  Work Smart Series .  The book includes adapted content from 20 articles that previously appeared on HBR.org.  “We probably spend more hours with our coworkers than with anyone else. So even if they’re not all perfect, it’s worth it to build connections that will provide you with support, help you network and learn, and keep your career moving forward,” shares HBR.  “This book helps readers make so-so work relationships better, keep the bad ones from bringing them down, and help them build lasting connections with incredible people.”  HBR adds that the book includes chapter takeaways and dozens of resources so that you can go beyond the book to engage in the media (video, audio, etc.) you learn from best.  As you read Bosses,  C...

Read Good To Great

Near the top of virtually every list you'll see of the best leadership books, you'll find,  Good To Great , by Jim Collins . The book, five years in the making, and published in 2001, addresses the all-important question of: Can a good company become a great company, and if so, how? Some of the lessons from the book are: "Leadership is equally about creating a climate where the truth is heard and the brutal facts confronted." "Leading from good to great does not mean coming up with the answers and then motivating everyone to follow your messianic vision.  It means having the humility to grasp the fact that you do not yet understand enough to have the answers and then to ask the questions that will lead to the best possible insights." "Good-to-great companies use technology as an accelerator of momentum, not a creator of it." "Engage in dialogue and debate." Good-to-great companies are those who have the ability to get and kee...

How To Energize Your Work And Life

Tom Rath  is the author of the incredibly popular  Strengthsfinder 2.0  book . His latest book is,  Are You Fully Charged? The book draws on the latest and most practical research from business and psychology and identifies the  three keys that influence most of our daily well-being, as well as our engagement at work : Meaning : doing something that benefits another person Interactions : creating far more positive than negative moments Energy : making choices that improve your mental and physical health "This book will  challenge you to stop pursing happiness and start creating meaning instead ," explains Rath. And, by doing so, you will rethink your daily interactions with the people who matter most. "The actions you take throughout every single day accumulate to shape your years, decades and overall life," adds Rath.  Even brief interactions count, says Rath, such as exchanging a smile or greeting while passing someone on the s...

Mission Versus Vision

Here's a good definition of the difference between a mission and a vision by leadership book authors George Bradt, Jayme A. Check and Jorge Pedraza: Mission - A mission guides what people do every day. It informs what roles need to exist in the organization. Vision - A vision is the picture of future success. It helps define areas where the organization needs to be best in class and helps keep everyone aware of the essence of the company.

My Favorite "Moral Of The Story" Tips From Harvey Mackay

I'm a big fan of best-selling author  Harvey Mackay .  He writes about business, sales and leadership and typically ends his articles with a moral of the story. Culled from his writings of the past few years, here are some of my favorites of his  moral of the story  endings: Change your thinking, change your life. It's not enough to know how to do things - you must know why you do them. If you live in the past, you won't have much of a future. If you want to outsmart the competition, you have to outthink the competition. Don't be afraid to make a decision.  Be afraid not make a decision. What you learn on your first job will last through your last job. Minds are like parachutes - not much good unless they are open. If you can't be an expert, hire one. People have a way of becoming what you encourage them to be. It only takes a little spark to ignite a great fire. Doing the right thing is never the wrong thing to do. Mackay's best-...

Dig Deep For Ideas

The next time you are looking for ideas for how to grow revenue, streamline processes and procedures and/or reduce expenses, dig deep within your organization . Don't ask only your direct reports for their suggestions. Instead, ask everyone at all levels . Some of the best ideas will come from your lower and mid-level employees who are interacting with your vendors, customers and co-workers every day in the very areas that, if improved, could make the most dramatic impact. Be sure to acknowledge receipt of each idea . Keep everyone informed of the types of ideas you've received . Perhaps update them on a monthly basis. When you implement a suggestion, recognize and reward the submitter , including possibly financially. Feel free to accept ideas anonymously. But, if employees know you are sincere about wanting their input, and witness you acting upon suggestions, most of your team members will be proud to tie their names to their ideas. Finally...

11 Reasons To Do Employee Exit Interviews

Don't be the guy in the picture when an employee leaves your company.  Instead, conduct exit interviews and surveys. Leigh Branham explains in his book, The 7 Hidden Reasons Employees Leave , what the most favorable conditions are for conducting the interviews and surveys. And, if you need convincing to read the book, take a look at these 11 best reasons for listening and gathering the data when an employee leaves: Bringing any "push-factor" root-cause reasons for leaving to the surface. Alerting the organization to specific issues to be addressed. Giving the employee a chance to vent and gain a sense of closure. Giving the employee the opportunity to provide information that may help colleagues left behind. Providing information about competitors and their practices. Comparing information given with the results of past surveys and employee data. Detecting patterns and changes by year or by quarter. Obtaining information to help improve recruiting. Possib...