Future of Work

Growing up we are taught (and throughout life we observe) what is frequently referred to as the Golden Rule. For many of us it started as (and maybe still is) the phrase "do unto others as you would have them do unto you”, and while the exact wording is flexible the central message is common to all.

In principle, the concept champions a two-way, reciprocal and mutual relationship between two or more parties.

This indeed is a very admirable idea, but it has a fundamental flaw that is amplified when brought into the workplace.

It was the best of times, it was the worst of times

The jobs market is flooded with embellished CVs, fake references and dirty data. 86% of employers have uncovered lies or misrepresentations on a resume, and the other 14% presumably don’t look hard enough. Candidate verification is expensive and slow for the recruiter, and off-putting for the candidate – hence why we are witnessing an upsurge in movements like Hiring Without Whiteboards, and a disdain for HR and recruiters in general.

It’s another milestone in the race to artificial superintelligence:

A study conducted by legal AI platform LawGeex in consultation with law professors from Stanford University, Duke University School of Law, and the University of Southern California, pitted twenty experienced lawyers against an AI trained to evaluate legal contracts. Their 40-page report details how AI has overtaken top lawyers in accurately spotting risks in everyday business contracts.

The Participants:

Have you ever responded negatively to a text or a written message?

I have.

Nine times out of ten I’m able to stop myself from responding.

But then there is that odd time where I do respond. I ‘flash’ and although it feels good for about ten seconds I almost always regret it.

Why do we do this?

Professor Steve Peters explained why we do this in ‘The Chimp Paradox’ where he explained about the three parts of the brain.

Deloitte has recently published a report on: ‘2018 Global Human Capital Trends’.