Communication

LinkedIn is finally fighting all the AI slop. Here’s what the company told me. LinkedIn’s Laura Lorenzetti tells me they’re rolling out new systems to target three things: 1. Generic AI-written posts and comments 2. AI automation tools that spam comments 3. Attention-bait videos with random footage and vague "business wisdom" Low-quality AI content will be algorithmically squashed, not traveling beyond someone’s first-degree connections. I asked Laura: Has the AI slop hurt people’s reach on LinkedIn? She said yes, it’s likely. Content creation on the platform is up 14% YoY, so the feed is crowded — and AI slop can squeeze out better content. Hopefully as the AI content is reduced, original posts get more room to thrive. Watch the platform close — I’m told we should see real changes in the next few months. 🚀 LEARN MORE: Here’s my report, with details about how LinkedIn is combating the AI https://lnkd.in/e2SmxQ6E

AI agents are 5% model, 95% engineering glue. You’re engineering workflows, control layers, routing logic, and observability around something that happens to “think.” In real-world use, the hardest part often isn’t the AI - it’s building the infrastructure that lets the AI actually do something useful. The real value shows up when agents can 𝐩𝐥𝐮𝐠 𝐢𝐧𝐭𝐨 𝐲𝐨𝐮𝐫 𝐬𝐭𝐚𝐜𝐤 𝐚𝐧𝐝 𝐚𝐜𝐭. Answer questions, trigger workflows, update records, follow up  - without needing a team of engineers behind the scenes. 𝐄𝐥𝐞𝐯𝐞𝐧𝐋𝐚𝐛𝐬 𝐀𝐠𝐞𝐧𝐭𝐬 is a great example to this direction: A production-ready platform for voice + text agents that actually run end-to-end workflows. It gives you: ▪️Real-time speech with fluid interruptions (“mm-hmm”, “go on”, etc.) ▪️Tool and API integration - out of the box or with custom logic ▪️Built-in evals, guardrails, and observability ▪️Multi-channel deployment (chat, phone, web) And most importantly, business-level control Support tickets, order changes, lead qualification, post-purchase follow-up - you don’t need to build it from scratch anymore. 📍Explore here https://lnkd.in/gpvnQAtC #AIEngineering #VoiceAI #AgenticAI #GenerativeAI #ad #ElevenLabsPartner

You’re talking with someone at work and you completely disagree—but you don’t want it to turn combative. Here’s how to handle it: #1: Start with what matters to them. Use the phrase, “I can tell that ___ is important to you.” It could be security, values, family, or priorities. This lowers defensiveness and helps them feel acknowledged. #2: Say, “I agree that’s a perspective.” You’re not agreeing with their conclusion. You’re acknowledging their viewpoint so real communication can happen. #3: Ask, “Am I free to disagree?” If they keep pushing, this question puts a spotlight on whether they want a conversation or just to talk. Whatever their answer, simply say, “Thank you.” That’s how you disagree without losing control of the conversation.

Avoiding giving someone honest feedback makes you cruel. I said this on the Young & Profiting Podcast with Hala Taha, and I stand by it. If you’re a leader, it is your job to create an environment where people can succeed. And part of that is telling people the truth they need to hear. How would you feel if you were being talked about in a conference room, if people were making assumptions about your work ethic or your capability, because you weren’t performing up to par? Because no one told you that you need to be better? You’d feel embarrassed and uncomfortable. So why would you put someone else through that? So the next time you’re procrastinating giving someone tough feedback because those types of conversations make you want to crawl into a hole, here’s a 19-word sentence you can steal to make it a little less painful - developed by researchers at Harvard University and Stanford University: “I have high expectations, and I believe you can meet them - and that’s why I’m giving you this feedback.” With that sentence, you’re telling someone they’re falling short but that you see their potential. It’s honest, it’s kind, it’s direct. But before you give someone tough feedback, ask yourself: Have I clearly explained what success looks like? Have I given them the support they need? Have I given them the space to make mistakes and figure it out on their own? Do I understand what skills are actually needed to get the job done? If you can’t answer those questions, that’s your sign: the gap isn’t in their skills - it’s in your leadership. People deserve feedback, not gossip. They deserve clarity, not avoidance.

I Can Spot a Great Candidate in 30 Seconds - Without Looking at Their Resume. At Vicco Laboratories, the first few interview rounds are handled by our HR and leadership team. They assess skills, experience, performance history - all the standard checkboxes. But when someone reaches my room, I’m not evaluating capability. I’m evaluating character. Because skills can be trained. Character can’t. So in the final round, I deliberately observe three things before we even get into formal questions: 𝐓𝐫𝐚𝐢𝐭 1: 𝐇𝐨𝐰 𝐓𝐡𝐞𝐲 𝐓𝐫𝐞𝐚𝐭 𝐭𝐡𝐞 𝐒𝐦𝐚𝐥𝐥𝐞𝐬𝐭 𝐏𝐞𝐫𝐬𝐨𝐧 𝐢𝐧 𝐭𝐡𝐞 𝐑𝐨𝐨𝐦 Before they enter, I always ask our receptionist to make them wait for a few minutes. Not to trouble them — but to observe: Do they greet her or ignore her? Do they show gratitude or entitlement? Do they smile or stay blank? Do they thank her when being called in? If someone is only respectful upwards, they’re not fit for leadership. 𝐓𝐫𝐚𝐢𝐭 2: 𝐇𝐨𝐰 𝐓𝐡𝐞𝐲 𝐇𝐚𝐧𝐝𝐥𝐞 𝐒𝐢𝐥𝐞𝐧𝐜𝐞 During the conversation, I pause intentionally. A great candidate: Doesn’t panic when things go quiet Holds eye contact without overcompensating Thinks before responding, instead of rushing to impress Silence is a pressure test.  Silence exposes a person’s comfort with themselves. And self-assured people make better decisions under pressure. 𝐓𝐫𝐚𝐢𝐭 3: 𝐖𝐡𝐞𝐭𝐡𝐞𝐫 𝐓𝐡𝐞𝐲 𝐀𝐬𝐤 “𝐖𝐡𝐚𝐭 𝐂𝐚𝐧 𝐈 𝐆𝐢𝐯𝐞 𝐭𝐨 𝐕𝐢𝐜𝐜𝐨”, 𝐍𝐨𝐭 𝐉𝐮𝐬𝐭 “𝐖𝐡𝐚𝐭 𝐖𝐢𝐥𝐥 𝐈 𝐆𝐞𝐭?” I watch closely when compensation and responsibilities are discussed. If the questions are only about salary, perks and timings, they’re employees. If they ask about learning culture, values, decision-making structure…they are already thinking as an owner. I’ll always choose alignment over achievement. So if you’re ever preparing for your final round anywhere — don’t just prepare your resume. Prepare your presence. Because long after your words fade, your character stays in the room. Sanjeev Pendharkar  Just sharing what I’ve learnt #values #business #hiring #hr #decisionmaking #cv #leadership #skills

If your team isn’t telling you the truth, your business is already in trouble. Alan Mulally saw this at Ford. The company was losing billions, yet every leader reported “all green.” Why? Because under the old CEO, red meant you were out of a job. Mulally changed the culture. He praised candor, not perfection. Red became a chance to rally support—not assign blame. That shift unlocked the truth and helped save Ford. Great leaders don’t demand good news. They create safety so their teams can tell them the truth. Here’s how: 1️⃣ Create safety for honesty. 2️⃣ Keep reporting binary: on track/off track. 3️⃣ Reward the truth, even when it stings. 4️⃣ Rally the team to solve problems together. 5️⃣ Set ambitious goals—some red means you’re pushing hard enough.

Most people think storytelling is just for writers and filmmakers. But the best business leaders know better. They use stories to close deals, inspire teams, and build movements. After studying how the best in the world communicate, I noticed something fascinating. They don't wing it. They use specific frameworks that turn messages into movements. 💡 The Pixar framework? It turns any change story into something memorable. "Once upon a time, retail was only in stores. Every day, people drove to shop. One day, Amazon changed everything." Simple. Memorable. Powerful. 💡 Simon Sinek's Golden Circle works because humans buy into purpose before products. Start with why you exist. Then show how you're different. Finally, reveal what you deliver. Watch how Apple does this in every launch. 💡 The StoryBrand approach flips traditional marketing. You're not the hero. Your customer is. You're just the guide helping them win. 💡 The Hero's Journey isn't just for movies. It brings founder stories to life. The call to adventure. The obstacles faced. The transformation achieved. We see ourselves in their struggle. 💡 Three-Act Structure works because our brains naturally think this way. Setup. Conflict. Resolution. Beginning. Middle. End. It's how humans have shared knowledge forever. 💡 ABT (And, But, Therefore)? It's beautifully simple. Here's the situation AND here's the context. BUT something changed. THEREFORE here's what happens next. Clear thinking in three beats. These aren't scripts to memorize. They're lenses to see through. Each one helps you connect differently. Each one moves people in unique ways. The magic happens when you know which framework fits which moment. And sometimes, when you blend them together. Which one are you trying this week? ♻️ Repost if this resonates with you. Follow Desiree Gruber for more insights on storytelling, leadership, and brand building.

Avoiding tough talks is a direct path to losing team trust. Here's how top leaders handle conflict: 1/ The Real Problem → Leaders stall, hoping conflict resolves itself → Feedback gets softened until it’s meaningless → The issue festers, and performance suffers 2/ Why It Matters → Projects halt because no one says what needs to be said → The wrong people stay in the room, the right ones leave → Culture declines and misalignment becomes the norm 3/ The CLEAR Framework → Cut the Fluff: Skip the warm-up and get to the point → Label the Behavior: Focus on actions, not identity → Explain the Impact: Make it real, why does it matter? → Ask for Alignment: Invite a response, not a lecture → Recommit or Redirect: Don’t end vague, end with clarity 4/ What Happens Next → Tension goes down, not up → People feel respected, not ambushed → Projects move forward, with trust, not silence 5/ Why You Need This → Leading isn’t about avoiding discomfort → It’s about creating clarity when others won’t → This framework gives you the words to do it right What's your biggest takeaway?