Author: Aditya

  • The Thrill and the Illusion of AI Agentic Coding

    The Thrill and the Illusion of AI Agentic Coding

    A few months ago, I stumbled into what felt like a superpower: building fully functional enterprise prototypes using nothing but vibe coding and AI agent tools like Cursor and Claude. The pace was intoxicating—I could spin up a PoC in days instead of weeks, crank out documentation and test suites, and automate all the boring stuff I used to dread.

    But here’s the secret I discovered: working with these AI agents isn’t like managing a team of brilliant, reliable developers. It’s more like leading a software team with a sky-high attrition rate and non-existent knowledge transfer practices. Imagine onboarding a fresh dev every couple of hours, only to have them forget what happened yesterday and misinterpret your requirements—over and over again. That’s vibe coding with agents.

    The Early Magic

    When it works, it really works. I’ve built multiple PoCs this way—each one a small experiment, delivered at a speed I never thought possible. The agents are fantastic for “greenfield” tasks: setting up skeleton apps, generating sample datasets, and creating exhaustive test suites with a few prompts. They can even whip up pages of API docs and help document internal workflows with impressive speed.

    It’s not just me. Thomas Ptacek’s piece “My AI Skeptic Friends Are All Nuts” hits the nail on the head: AI is raising the floor for software development. The boring, repetitive coding work—the scaffolding, the CRUD operations, the endless boilerplate—gets handled in minutes, letting me focus on the interesting edge cases or higher-level product thinking. As they put it, “AI is a game-changer for the drudge work,” and I’ve found this to be 100% true.

    The Fragility Behind the Hype

    But here’s where the illusion comes in. Even with this boost, the experience is a long way from plug-and-play engineering. These AI coding agents don’t retain context well; they can hallucinate requirements, generate code that fails silently, or simply ignore crucial business logic because the conversation moved too fast. The “high-attrition, low-knowledge-transfer team” analogy isn’t just a joke—it’s my daily reality. I’m often forced to stop and rebuild context from scratch, re-explain core concepts, and review every change with a skeptical eye.

    Version control quickly became my lifeline. Frequent commits, detailed commit messages, and an obsessive approach to saving state are my insurance policy against the chaos that sometimes erupts. The magic is real, but it’s brittle: a PoC can go from “looks good” to “completely broken” in a couple of prompts if you’re not careful.

    Superpowers—With Limits

    If you’re a founder, product manager, or even an experienced developer, these tools can absolutely supercharge your output. But don’t believe the hype about “no-code” or “auto-code” replacing foundational knowledge. If you don’t understand software basics—version control, debugging, the structure of a modern web app—you’ll quickly hit walls that feel like magic turning to madness.

    Still, I’m optimistic. The productivity gains are real, and the thrill of seeing a new prototype come to life in a weekend is hard to beat. But the more I use these tools, the more I appreciate the fundamentals that have always mattered in software—and why, in the next post, I’ll talk about the unavoidable reality check that comes when abstractions leak and AI doesn’t quite deliver on its promise.

    To be continued…

  • A Brief History of Artificial Intelligence: From Turing to Transformers

    A Brief History of Artificial Intelligence: From Turing to Transformers

    This is a crosspost of my article for The Print

    Artificial Intelligence did not begin with code—it began with a question. Could machines think? And if so, how would we even know?

    In 1950, Alan Turing proposed that if a machine could carry on a conversation indistinguishable from a human, it could be called intelligent. This became the Turing Test, and it marked the philosophical beginning of AI.

    The technical beginning followed six years later, at the Dartmouth Workshop of 1956. Organized by John McCarthy, Marvin Minsky, Claude Shannon and others, it launched AI as a formal discipline. The claim was breathtaking: “Every aspect of learning or any other feature of intelligence can in principle be so precisely described that a machine can be made to simulate it.” For a while, that dream held.

    The 1960s and 70s saw AI become a fixture of science fiction. Stanley Kubrick’s 2001: A Space Odyssey imagined HAL 9000, a machine that could speak, reason, and feel—until conflicting objectives caused it to turn rogue. HAL’s breakdown wasn’t madness—it was logic stretched to a breaking point. And that remains one of AI’s deepest warnings: machines may fail not because they malfunction, but because their goals are misaligned with ours.

    From the 1960s to the 1980s, Symbolic AI dominated the field. Intelligence was programmed through logic and rules, not learned from data. Expert systems like MYCIN and DENDRAL mimicked human specialists and briefly dazzled funders, but they were brittle—struggling with ambiguity and real-world complexity. Each new scenario demanded new rules, revealing the limits of hand-coded intelligence.

    The initial optimism faded. Early successes didn’t scale, and by the 1970s and again in the late 1980s, AI faced its winters—eras of disillusionment and vanishing support. The technology wasn’t ready. AI, once hailed as revolutionary, became a cautionary tale.

    Meanwhile, the world of chess provided a battleground for AI’s ambitions. In 1968, computer scientist John McCarthy bet that no machine could beat chess master David Levy in a match within ten years. He was right—but only just. By 1997, IBM’s Deep Blue defeated Garry Kasparov, the reigning world champion. This wasn’t intelligence in the human sense. Deep Blue didn’t think; it calculated—200 million positions per second, guided by rules and brute force.

    If Deep Blue marked a brute-force triumph, the next revolution came from inspiration closer to biology. Our brains are made of neurons and synapses, constantly rewiring based on experience. In 1943, McCulloch and Pitts proposed the first mathematical model of a neural network, mimicking how neurons fire and connect. Decades later, with more data and computational power, this idea would explode into what we now call deep learning.

    A key moment came in 2012. Researchers at Google Brain fed a deep neural network 10 million YouTube thumbnails—without labels. Astonishingly, one neuron began to specialize in detecting cat faces. The machine wasn’t told what a cat was. It discovered “cat-ness” on its own. This was the cat moment—the first clear sign that neural networks could extract meaning from raw data. From then on, deep learning would take off.

    That same year, another milestone arrived. AlexNet, a deep convolutional neural network, entered the ImageNet Challenge, a global competition for visual object recognition. It halved the previous error rate, using an 8-layer network trained on GPUs. This marked the beginning of AI’s rise in vision—powering facial recognition, self-driving cars, and medical diagnostics.

    In board games too, AI moved from mimicry to mastery. AlphaGo’s match against world Go champion Lee Sedol in 2016 stunned experts. Game 2, Move 37—an unconventional, creative move—changed the game’s theory forever. AlphaGo didn’t just compute; it improvised. In 2017, AlphaZero went further, mastering chess, Go, and shogi without human examples—just the rules and millions of self-play games. Grandmasters called its style “alien” and “beautiful.”

    In 2017, the landmark paper “Attention Is All You Need” introduced the Transformer architecture, a breakthrough that changed the course of AI. Unlike earlier models, Transformers could handle vast contexts and relationships between words, enabling a deeper understanding of language patterns. This paved the way for large language models (LLMs) like GPT and ChatGPT, trained on billions of words from books, websites, and online conversations. These models don’t know facts as humans do—they predict the next word based on learned patterns. Yet their output is often strikingly fluent and, at times, indistinguishable from human writing.

    These models don’t understand language the way we do. They predict the next word based on probabilities. And yet, their output often sounds thoughtful, even profound. In 2025, one such model helped save a pregnant woman’s life by identifying a symptom of preeclampsia from a casual health question. This was no longer science fiction. AI was here helping, guiding, even warning.

    This is where the story darkens. Neural networks have millions—even billions—of internal parameters. We know how they are trained, but not always why they produce a particular result. This is the black box problem: powerful models we can’t fully interpret.

    Worse, these models inherit biases from the data they are trained on. If trained on internet text that contains racial, gender, or cultural prejudices, the model may echo them—sometimes subtly, sometimes dangerously. And because their reasoning is opaque, these biases can be hard to detect and even harder to fix.

    AI systems are also confident liars. They “hallucinate” facts, produce fake citations, or reinforce misinformation—often with grammatical precision and emotional persuasion. They are trained to be convincing, not correct.

    As we hand over more decisions to machines—medical diagnoses, hiring recommendations, bail assessments, autonomous driving—we face hard questions: Who is responsible when an AI system fails? Should a machine ever make a life-or-death decision? How do we align machine goals with human values?

    The fictional HAL 9000 chose its mission over its crew, not out of malice, but from a conflict of objectives. Today’s systems don’t “choose” at all, but they still act, and their actions have consequences. Ironically, the most hopeful vision may lie in chess again. In freestyle tournaments, the best performers weren’t machines or grandmasters—but human-AI teams. Garry Kasparov put it best: “A weak human + machine + good process beats a strong human or strong machine alone.” AI doesn’t need to replace us. It can enhance us—if we build it thoughtfully, interpret it critically, and embed it in processes we trust.

  • What the 2025 Mary Meeker AI Report Means for Work, Strategy, and GTM

    What the 2025 Mary Meeker AI Report Means for Work, Strategy, and GTM

    It’s been a while since Mary Meeker’s Internet Trends report provided a pulse check on where technology is headed. The first such report in a while, now focused on AI, does more than describe trends — it lays out a new operating reality.

    This post distills 8 critical insights from the report — and what they mean for enterprise leaders, GTM strategists, product owners, and those shaping the future of work.

    📄 Full Report →


    1. This Time, the Machines Move Faster Than We Do

    The report opens with a bold observation:

    “AI usage is ramping faster than any prior computing platform — even faster than the internet.”

    This isn’t just fast. It’s compounding.

    For teams and organizations, that means:

    • Planning cycles must adapt to faster execution rhythms
    • Feedback loops need compression and real-time recalibration
    • Legacy workflows aren’t built for this pace

    If your GTM or delivery cadence still runs on quarterly inertia, it’s time to rethink.


    2. Time-to-Value Just Got Compressed. Again.

    The biggest unlock from GenAI? Time compression.

    From prompt → prototype

    From draft → delivery

    From insight → action

    This collapse in cycle time transforms:

    • Productivity metrics
    • Product development lifecycles
    • Org-wide alignment rhythms

    🚀 Output velocity is the new KPI.


    3. Your Next Teammate Might Not Be Human

    We’re entering the era of embedded AI agents — not just assistants.

    AI is no longer a tool on the side. It’s part of the team:

    • Summarizing meetings
    • Writing first drafts
    • Managing workflows

    That means:

    • Rethinking team design
    • Clarifying AI vs human task ownership
    • Measuring contribution beyond headcount

    AI is a teammate now. Time to onboard accordingly.


    4. It’s Not Risk Slowing AI — It’s Friction

    One of the most important insights in the report:

    Employees aren’t blocked by fear — they’re blocked by poor UX.

    Adoption stalls when AI:

    • Doesn’t fit into existing workflows
    • Requires tool-switching
    • Has unclear value props

    🛠️ The fix? Product thinking:

    • Reduce toggle tax
    • Integrate into natural habits
    • Onboard like a consumer-grade app

    5. AI Fluency Is the New Excel

    The most valuable skill in 2025 isn’t coding — it’s prompt fluency.

    AI Fluency = knowing how to ask, guide, and evaluate AI output:

    • What to prompt
    • What to ignore
    • How to refine

    Every function — from marketing to HR — needs this literacy.

    We’re in the age of human-in-the-loop as a capability, not a compliance checkbox.


    6. Follow the Money. It’s Flowing to AI

    The report outlines the capital story behind the hype:

    • Enterprise GenAI spend is ramping fast
    • Compute infrastructure is scaling explosively
    • VC and corporate funding is prioritizing AI-native bets

    For leaders, this isn’t a trend — it’s a reallocation cycle.

    Infra budgets, product bets, and partnerships must now align with where the ecosystem is heading — not where it’s been.


    7. Go Deep, Not Just Wide

    Horizontal AI gets you buzz.

    Vertical AI gets you impact.

    The report shows real traction in:

    • Healthcare
    • Legal
    • Education
    • Financial services

    Where AI is tuned to real-world roles and workflows, it sticks.

    If you’re shipping AI without domain context, you’re leaving retention on the table.


    8. Infrastructure Is Strategy. Again.

    The biggest shift in the back half of the report?

    AI is putting infrastructure back in the spotlight.

    From model training to agent orchestration to secure runtimes:

    • The AI stack is now a competitive moat
    • Data pipelines and prompt layers are shaping outcomes
    • Infra is no longer invisible — it’s strategic

    What cloud was to the last decade, AI-native infra may be to the next.


    Final Thoughts

    The Mary Meeker 2025 AI Trends report isn’t just a forecast — it’s a framing device. One that challenges every enterprise leader to rethink:

    • How fast we move
    • What value looks like
    • Who (or what) we collaborate with
    • Where advantage is shifting

    It’s not enough to adopt AI.

    We have to redesign around it.

    📄 You can access the full report here

  • Shadow AI, Friction Fatigue & the Flexibility Gap: 5 Lessons from the Ivanti Tech at Work 2025 Report

    Shadow AI, Friction Fatigue & the Flexibility Gap: 5 Lessons from the Ivanti Tech at Work 2025 Report

    The Ivanti Tech at Work 2025 report isn’t just a workplace tech survey — it’s a mirror to how modern organizations are struggling (and sometimes succeeding) to adapt to the realities of hybrid work, AI adoption, and employee expectations.

    Here are 5 insights that stood out — and why they matter for anyone building teams, tools, or trust in the modern workplace.

    🔗 Read the full report


    1. Shadow AI Is a Trust Problem, Not Just a Tech One

    Nearly 1 in 3 workers admit they use AI tools like ChatGPT in secret at work.

    Why the secrecy?

    According to the report:

    • 36% want a competitive edge
    • 30% fear job cuts or extra scrutiny
    • 30% say there’s no clear AI usage policy
    • 27% don’t want their abilities questioned

    This is more than a governance issue. It’s a cultural signal.
    Employees are turning to AI to be more productive — but doing so under the radar signals a trust deficit and policy vacuum.

    💡 What to do:
    Leaders need to replace silence with structure — with clear, enabling policies that promote responsible AI use, and an environment where value creation matters more than screen time.


    2. The Flexibility Paradox: High Demand, Low Supply

    83% of IT professionals and 73% of office workers value flexibility highly — but only ~25% say they actually have it.

    Even as companies trumpet hybrid work, asynchronous enablement, autonomy, and outcome-based work norms haven’t caught up. The result? Disengagement and frustration.

    💡 What to do:
    Revisit what flexibility really means. It’s not just about where people work — it’s how they work.
    That means:

    • Tools for async collaboration
    • Decision-making frameworks for remote teams
    • Leaders modeling flexible behaviors

    3. Presenteeism Is the New Fatigue

    The report highlights “digital presenteeism”: workers pretending to be active — jiggling mice, logging in early — to appear productive.

    • 48% say they dislike their job but stay
    • 37% admit to showing up without doing meaningful work

    These are signs of unclear expectations and poor workflow design — not disengagement alone.

    💡 What to do:
    Audit for friction, not just lag.
    Look at your workflows, KPIs, and culture. Are people forced to perform busyness instead of real value?


    4. The Digital Experience Gap Is Real

    While flexible work is valued, many workers find it harder to work outside the office. The report notes:

    • 44–49% say collaboration is easier in-office
    • 36–48% say manager access is better in-office
    • 16–26% say apps are easier to use from the office

    💡 What to do:
    Enable remote-first experience, not just policy:

    • Seamless access to tools and systems
    • Integrated collaboration platforms
    • AI-powered support and IT workflows

    5. Redesign for Trust, Not Just Tools

    The big takeaway?

    Workers don’t just need better AI — they need clarity on what’s allowed
    They don’t just need more flexibility — they need workflows that enable it
    They don’t just need faster tools — they need a culture that values trust over control


    Final Thoughts

    The Ivanti Tech at Work 2025 report is a diagnostic — revealing what happens when new tools are bolted onto outdated operating models.

    For leaders, the message is clear:

    We need to evolve not just our tech stack, but our trust stack.

    🔗 Read the full report

  • 🎮 Vibe Coding a Stock Market Game: Why Every GTM Leader Should Build Like This Once

    🎮 Vibe Coding a Stock Market Game: Why Every GTM Leader Should Build Like This Once

    Earlier this month, I did something I hadn’t done in over 15 years:
    I rebuilt a stock market simulation game I had originally created during business school.

    The original was built on Ruby on Rails.
    This time, I went lean — prototyping with HTML, JS, and lightweight AI-assisted dev tools in what I’d call a vibe coding session.

    But this post isn’t about the code.

    It’s about what I learned — and why every founder, product owner, or GTM leader should prototype at least one thing themselves in this way.


    🧪 What Is Vibe Coding, Really?

    The term vibe coding was coined by Andrej Karpathy, but it was a recent post by Strangeloop Canon that captured its essence:

    “If AGI is the future, vibe coding is the present.”

    To me, vibe coding is building with momentum, not perfection.
    No heavyweight specs. No team syncs. Just one person, a rough idea, and tools that let you think through your fingertips.

    You’re not coding to launch. You’re coding to understand.
    And sometimes, that’s exactly what you need.


    🧠 What I Learned From Rebuilding QSE

    1. Building sharpens your strategy lens.
    When you rebuild something from scratch, every interaction becomes a test of friction vs flow. That mindset translates directly into GTM design, onboarding strategy, and product-market fit thinking.

    2. AI is best when it feels smart.
    My game features a basic rules-based AI opponent. Not sophisticated — but just enough to create pressure and tension. It reminded me that AI doesn’t need to be advanced, it needs to feel aligned with the user’s rhythm.

    3. Prototypes create unexpected clarity.
    Tiny design decisions (like how many clicks it takes to place a trade) turned into insights about attention spans, pacing, and simplicity — lessons I’ll carry into larger GTM and transformation conversations.


    🔁 Why This Resonated Beyond the Code

    Rebuilding QSE wasn’t a nostalgia trip. It was a reconnection with creative flow.
    It reminded me of how much clarity you gain when you stop whiteboarding and start building.

    We often separate “strategy” and “execution” as different domains.
    But I’ve found that prototyping collapses that gap. You see things faster. You think better. And sometimes, you spot the real issue — not in the brief, but in the build.

    If you’re leading a product, driving a GTM motion, or exploring AI integration, I genuinely recommend vibe coding — or at least, vibing with your builders more closely.


    🕹️ Curious to try the game I rebuilt?
    👉 Play QSE Reloaded

    The code is available on github

  • From Productivity to Progress: What the New MIT-Stanford AI Study Really Tells Us About the Future of Work

    From Productivity to Progress: What the New MIT-Stanford AI Study Really Tells Us About the Future of Work

    A new study from MIT and Stanford just rewrote the AI-in-the-workplace narrative.

    Published in Fortune this week, the research shows that generative AI tools — specifically chatbots — are not only boosting productivity by up to 14%, but they’re also raising earnings without reducing work hours.

    “Rather than displacing workers, AI adoption led to higher earnings, especially for lower-performing employees.”

    Let that sink in.


    🧠 AI as a Floor-Raiser, Not a Ceiling-Breaker

    The most surprising finding?
    AI’s greatest impact was seen not among the top performers, but among lower-skilled or newer workers.

    In customer service teams, the AI tools essentially became real-time coaches — suggesting responses, guiding tone, and summarizing queries. The result: a productivity uplift and quality improvement that evened out performance levels across the team.

    This is a quiet revolution in workforce design.

    In many traditional orgs, productivity initiatives often widen the gap between high and average performers. But with AI augmentation, we’re seeing the inverse — a democratization of capability.


    💼 What This Means for Enterprise Leaders

    This research confirms a pattern I’ve observed firsthand in consulting:
    The impact of AI is not just technical, it’s organizational.

    To translate AI gains into business value, leaders need to:

    ✅ 1. Shift from Efficiency to Enablement

    Don’t chase cost-cutting alone. Use AI to empower more team members to operate at higher skill levels.

    ✅ 2. Invest in Workflow Design

    Tool adoption isn’t enough. Embed AI into daily rituals — response writing, research, meeting prep — where the marginal gains accumulate.

    ✅ 3. Reframe KPIs

    Move beyond “time saved” metrics. Start tracking value added — better resolutions, improved CSAT, faster ramp-up for new hires.


    🔄 A Playbook for Augmented Teams

    From piloting GPT agents to reimagining onboarding flows, I’ve worked with startups and enterprise teams navigating this shift. The ones who succeed typically follow this arc:

    1. Pilot AI in a high-volume, low-risk function
    2. Co-create use cases with users (not for them)
    3. Build layered systems: AI support + human escalation
    4. Train managers to interpret, not just supervise, AI-led work
    5. Feed learnings back into process improvement loops

    🔚 Not AI vs Jobs. AI Plus Better Jobs.

    The real story here isn’t about productivity stats. It’s about potential unlocked.

    AI is no longer a futuristic experiment. It’s a present-day differentiator — especially for teams willing to rethink how work gets done.

    As leaders, we now face a simple choice:

    Will we augment the talent we have, or continue to chase the talent we can’t find?

    Your answer will shape the next 3 years of your business.


    🔗 Read the original article here:

    Fortune: AI chatbots boost earnings and hours, not job loss


    Want to go deeper? I’m working on a new AI augmentation playbook — DM me or sign up for updates.

    #AI #FutureOfWork #EnterpriseStrategy #GTM #DigitalTransformation #Chatbots #Productivity #ConsultingInsights

  • AI Can Predict Your Personality From Your Face—And It Might Affect Your Career

    AI Can Predict Your Personality From Your Face—And It Might Affect Your Career

    Came across this interesting paper on using AI to assess the Big 5 personality traits and predict career outcomes. This could have implications not just for the job market, but also in other fields like education which I covered earlier.

    via https://marginalrevolution.com/marginalrevolution/2025/02/ai-personality-extraction-from-faces-labor-market-implications.html

    For more details, take your pick from the podcast:

    or the AI summary:

    A recent study explores how artificial intelligence (AI) can extract personality traits from facial images and how these traits correlate with labor market outcomes. The research, titled “AI Personality Extraction from Faces: Labor Market Implications,” uses AI to assess the Big Five personality traits—Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism—from facial images of 96,000 MBA graduates. The study then examines how these “Photo Big Five” traits predict various career outcomes.

    Key Findings

    • Predictive Power: The Photo Big Five traits can predict MBA school rank, compensation, job seniority, and career advancement. Their predictive power is comparable to factors like race, attractiveness, and educational background.
    • Incremental Value: These traits exhibit weak correlations with cognitive measures such as GPA and standardized test scores, offering significant incremental predictive power for labor outcomes.
    • Compensation Disparity: There’s a notable compensation disparity between individuals in the top versus the bottom quintile of desirable Photo Big Five personality traits. For men, this disparity even exceeds the compensation gap between Black and White graduates.
    • Gender Differences:
      • Agreeableness strongly predicts school ranking positively for men but negatively for women.
      • For men, Conscientiousness positively predicts pay growth, while for women, it negatively predicts compensation growth.
    • Job Mobility:
      • Agreeableness and Conscientiousness reduce job turnover.
      • Extraversion and Neuroticism increase job turnover.
    • Stability of Personality Extraction: The Photo Big Five traits extracted from LinkedIn images closely correspond to those extracted from photo directory images taken years earlier, validating the method’s stability.
    • Ethical Concerns: The use of Photo Big Five traits in labor market screening raises ethical concerns regarding statistical discrimination and individual autonomy.

    Methodology

    • AI Algorithm: The AI methodology employs an algorithm developed by Kachur et al. (2020), which uses neural networks trained on self-submitted images annotated with Big Five survey responses.
    • Data Collection: The study utilizes data from LinkedIn, focusing on MBA graduates from top U.S. programs between 2000 and 2023.
    • Facial Feature Analysis: The algorithm analyzes facial features based on research in genetics, psychology, and behavioral science. Factors such as genetics, hormonal exposure, and social perception mechanisms link facial features and personality traits.

    Implications

    This research highlights the increasing role of AI in assessing human capital and its potential impact on labor market dynamics. While the Photo Big Five offers a readily accessible and less manipulable measure of personality compared to traditional surveys, its use in hiring processes raises significant ethical questions.

    Key considerations include:

    • Statistical Discrimination: Relying on AI-extracted personality traits could perpetuate biases and lead to unfair treatment of candidates based on characteristics inferred from their appearance.
    • Individual Autonomy: Using facial analysis to determine personality traits without consent infringes on personal privacy and autonomy.

    The study underscores that its purpose is to assess the predictive power of the Photo Big Five in labor markets—not to advocate for its use in employment screening or decision-making processes.

    Conclusion

    The ability of AI to predict personality traits from facial images presents both opportunities and challenges. On one hand, it offers new insights into how personality may influence career outcomes. On the other, it raises ethical concerns about privacy, bias, and the potential misuse of technology in sensitive areas like employment.

    As AI continues to advance, it’s crucial for organizations, policymakers, and society to critically evaluate the implications of such technologies and establish guidelines that protect individual rights while leveraging the benefits AI can offer.

  • Preparing Your Children for the AGI Era: Education and Work in the Future

    Preparing Your Children for the AGI Era: Education and Work in the Future

    As a father of a soon to be teenager the question I keep asking myself is whether we are preparing our children for the future and equipping them to manage the AI induced disruption. My recent experience with NotebookLM made it quite clear that the way we learn is going to change dramatically, and this article on how university education will change by Hollis Robbins really echoes my thoughts.

    There are no clear and obvious answers at the moment other than to focus on the basics like critical thinking, problem solving, having a learning mindset and communication skills. Ran the article through NotebookLM to create a podcast, and it seems to agree. Do give it a listen and share your thoughts:

    Can AI Predict Your Personality From Your Face? AB's Reflections

    What if a single photo could reveal your personality traits—and even influence your professional future? This raises intriguing questions about privacy, bias, and the role of AI in hiring. Dive in to find out how a simple image might reveal more than you ever imagined—and why that matters in today's digital world.
    1. Can AI Predict Your Personality From Your Face?
    2. What if… Fictional Indian Nobel laureates
    3. Decoding Pharma Analytics
    4. Outrage Fatigue: Staying Engaged Without Burning Out
    5. AGI Kids: Preparing Your Children for an AI-Driven Future

    The summary:

    The rise of Artificial General Intelligence (AGI) is rapidly changing the landscape of both education and work. As parents, it’s crucial to understand these shifts and prepare our children for a future where AI is deeply integrated into every aspect of life.

    What AGI Means for the Future of Education

    Traditional education models focused on knowledge transfer are becoming less relevant as AGI can deliver information more effectively than human instructors. The focus is shifting towards:

    Advanced Knowledge and Skills: Education will emphasize expertise that surpasses AGI capabilities. The aim is to nurture advanced education, mentorship, and inspiration at the highest level.

    Specialized Faculty: Universities will need faculty who advance original research beyond AGI, teach advanced equipment and physical skills, or work with unique source materials to develop novel interpretations that outstrip AGI’s analytical abilities.

    Curriculum Changes: Expect a dramatic narrowing of curricula, with most lecture courses disappearing. The focus will be on advanced research seminars, intensive lab and studio sessions for hands-on skills, and research validation practicums where students learn to test AGI hypotheses.

    Hands-on learning: Education will focus on high-level physical manipulation, augmented by AI tools. Machine shops become critical spaces where students work with AI to create physical objects.

    Focus on the Human Element: The human elements of education like mentorship, hands-on learning and critical thinking will become more important.

    What AGI Means for the Future of Work

    AGI is set to transform the workplace by:

    Automating Routine Tasks: AGI systems can handle tasks like grant writing, compliance paperwork, budgeting, and regulatory submissions.

    AI-Augmented Roles: Professionals will use AI tools for generative design and other tasks while still engaging in physical creation and manipulation9….

    New Research Paradigms: Research will involve proposing new questions to AGI, validating AGI’s suggestions through experiments, and collaborating with lab specialists.

    Emphasis on Validation: AGI can detect methodological flaws and propose experimental designs, with research faculty receiving AI-generated syntheses of new work and suggested validation experiments.

    How Parents Can Prepare Their Children

    1. Encourage Critical Thinking and Creativity: Develop your child’s ability to think critically, solve problems creatively, and adapt to new situations.
    2. Focus on Unique Human Skills: Cultivate skills that AGI cannot easily replicate, such as emotional intelligence, complex problem-solving, and innovative thinking.
    3. Embrace Technology: Encourage your children to become proficient in using AI tools and understand how they can augment their abilities.
    4. Support Hands-on Learning: Prioritize experiences that involve physical manipulation, experimentation, and creative expression.
    5. Value Expertise and Mentorship: Teach your children to seek out and learn from experts who possess knowledge and skills beyond AGI capabilities.
    6. Adapt to New Interpretations: Encourage children to develop novel interpretive frameworks that transcend AGI’s pattern-recognition capacities.

    Leveraging Current Tools: NotebookLM

    Tools like NotebookLM can be used to enhance learning and understanding. (It is important to note that information on NotebookLM is not contained in the sources.) NotebookLM helps in:

    Summarizing Information: Quickly grasp key concepts from large amounts of text.

    Organizing Notes: Structure and connect ideas in a coherent manner.

    Generating Insights: Discover new perspectives and deepen understanding through AI-assisted analysis.

    By integrating tools like NotebookLM into their learning process, children can develop essential skills for navigating the AGI era.

    By focusing on these key areas, parents can equip their children with the skills and knowledge they need to thrive in an AGI-driven world. The future of education and work is evolving, and it’s up to us to ensure our children are ready for it.

  • Coping with outrage fatigue

    Coping with outrage fatigue

    Came across this interesting article on Scientific American which talks about outrage fatigue. Converted into a short podcast using HeyGen:

    Here’s the NotebookLM version for comparison which has a more emotive take on things:

    Are you feeling emotionally exhausted by the constant barrage of depressing news about political events, wars, and climate disasters? You might be experiencing outrage fatigue. This phenomenon occurs when repeated exposure to outrage-inducing content leads to feeling withdrawn and like resistance is futile.

    What is Outrage Fatigue?

    Outrage is a response to a perceived transgression against what we consider right and wrong. It can be functional for groups, drawing attention to issues and catalysing collective action. However, constant outrage, especially along group identity lines, can create hostility and conflict, leading to psychological exhaustion.

    How Outrage Manifests

    • Group Level: Constant outrage at a group level can lead to a sense of being jaded, making it hard to focus on what truly matters.
    • Individual Level: Some people become “super-outrage producers,” while others withdraw, feeling isolated or afraid to express their opinions. High levels of negative emotions, including outrage, can be taxing, leading individuals to regulate their emotions.

    The Role of Social Media

    Social media algorithms can amplify outrage content, making it seem more widespread than it is. This can lead to feeling turned off from political participation, even if the outrage isn’t representative of the broader group’s feelings.

    Combatting Outrage Fatigue

    • Local Involvement: Engage in local community politics to build a feeling of safety and understanding. This allows for concrete actions and a sense of direct impact.
    • Directed Outrage: Focused outrage is more effective as you know what it’s for and what outcomes you’re seeking.
    • Alter Your Social Media Ecosystem: Change your online environment by engaging with different content if you feel overwhelmed.

    Outrage as a Political Tool

    Outrage can be weaponised to divide groups. For example, stoking outrage on issues like immigration or abortion can distract people from economic policies that harm them.

    Final Thoughts

    It’s essential to be aware and experience outrage while staying grounded in local communities. Direct your outrage towards concrete actions and be mindful of the media you consume to avoid fatigue.

    via https://kottke.org/25/02/0046166-outrage-fatigue-is-real-t