#CharterSummit

Jelena Djordjevic | Need to develop the people side of the business so it's as developed as the financial, operations side is managed. OKR for people just like getting product to market.
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Jelena Djordjevic advances a homeostatic perspective, that things get back to 'normal' after a disruption happens. But most ecologists now talk about allostasis instead, that a new equilibrium follows, incorporating new and some of the old.

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Jelena Djordjevic | What are the principles you have to hold to when unanticipated, crazy changes happens. What is sacred to you?

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Edith Cooper | In the long term, we have to develop a way to prepare how you have to flex when the unexpected occurs.

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Edith Cooper | Coupled with geopolitics, social justice, and pandemic, and then you have to care.

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Priya Parker

Priya Parker | http://PriyaParker.com/charter = first six pages of a work book for building a gathering. Offering a 25% discount on the full workbook: code is charter25. #chartersummit

Priya Parker | If you're an employer, relax your assumptions about what an activist is.

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Priya Parker | When we ask the question 'what is the need for this management retreat?' We have to realize that having a meeting is a political act, what are the implications? What aren't we doing when we are doing a gathering?
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Priya Parker | Anytime three or more people come together, that is a gathering. The quickest way to change your organization is to ask 'why are we having this meeting?'
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Priya Parker | Gathering matters. Theologians, anthropologists, all the nerds have been saying it for a long time. Since the pandemic we have returned to the questions of how, where, when and why we gathering, and searching for answers.
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Work Futures | Stowe Boyd | Substack the economics and ecology of work, in a time of accelerat...

Stephanie Creary, Wharton | How affirmative action ruling impacts DEI = too large to tweet, but I will write it up at http://workfutures.io

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Mita Mallick, Carta | Leaders need training to approach the discussion about DEI.

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Mita Mallick, Carta | A lot of the DEI heads who were fired were just window-dressing, or were never set up for success. If you don't build DEI into everything you do it's easy to cut it.
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Stephanie Creary, Wharton | In a meeting yesterday with corporate counsels she found hope in their thinking on DEI, saying things like 'let's not jettison' DEI. But in other places, like EU, DEI is manifested in law, not hope.
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Mita Mallick, Carla | The backlash against DEI came to a head in summer of 2022. But there has always been a mixed reception.

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Bryan Hancock, McKinsey | I hope for a AI career coach, that could help someone when their boss or HR might not have all the answers.
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Julia Stoyanovich | The machines make mistakes. They aren't people. They aren't conscious. They have no judgment. We are trained to think that if something produces human language it has culture. But AI isn't.
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Julia Stoyanovich | Generative AI hasn't shifted the concerns about hiring and performance monitoring. AI is an engineering artifact, and we shouldn't accept that it works until we understand how it was tested.
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Bryan Hancock, McKinsey | The most pressing issue in this domain is career guidance. If people don't know what to do about AI in their jobs they grow concerned. #chartersummit

Julia Stoyanovich, NYU | Who is responsible for AI? The most pressing issue in this domain is giving back control to people who are using it. #chartersummit

Kausik Rajgopal, PayPal: The five-day workweek is dead. 2-3 days a week is the future.

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Spartaro: 'Generative AI makes people more creative.' I wonder. Maybe it makes less creative people more creative, just like it improves the work of unskilled people the most.
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Spartaro: 'The key skill for using AI assistants is delegation' as an explanation of why older workers are more likely to use ai agents effectively. #chartersummit

Jared Spartaro re AI. 'A ninety minute meeting can be absorbed in 10 minutes.' But he wasn't present at the meeting, didn't contribute, didn't ask any questions. Maybe the AI was there, but didn't act as a true proxy. Yet.
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Erica Keswin describes the great resignation (a la Klotz), when people had the chance to pick up and quit, but she ends with a supposed decrease of antagonism between employees and management. But is that true? Isn't that unsettled? #chartersummit

Jay Lauf talks to Charter's purpose, and setting context. #chartersummit @charterworks

Excellent panel discussions at the #CharterSummit