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Rebecca Hinds

Published podcast speaker

Claims
19
Episodes
1
Shows
1
Named items
0

Claim ledger

What Rebecca said.

19 transcript-backed records

01 / evaluation

What does the employee find meaningful? Because that meaning is going to drive their best work and it's going to drive situations where when they do get the time savings, they're reinvesting it into the betterment of themselves, their teams, and the organizations rather than more clicks of the tool or taking the time savings for themselves and not the organization.

“What does the employee find meaningful? Because that meaning is going to drive their best work and it's going to drive situations where when they do get the time savings, they're reinvesting it into the betterment of themselves, their teams, and the organizations rather than more clicks of the tool or taking the time savings for themselves and not the organization.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

02 / observation

We don't foreground it because there's so much, but what we see in the most effective organization, so the 13% who have employees saying that significant productivity gains are occurring, They measure.

“We don't foreground it because there's so much, but what we see in the most effective organization, so the 13% who have employees saying that significant productivity gains are occurring, They measure.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

03 / evaluation

These are hard drivers of performance. And it's a very difficult calculus because it differs for every person, every team, every organization, but it's absolutely essential that we think about, okay, what is this division of labor between humans and AI.

“These are hard drivers of performance. And it's a very difficult calculus because it differs for every person, every team, every organization, but it's absolutely essential that we think about, okay, what is this division of labor between humans and AI.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

04 / observation

In the research, it's sometimes called coordination neglect, right? And I think the most concrete example of this is you can have me as an individual worker, I take a single bullet point, I convert it into a five page report, I send it to my colleague.

“In the research, it's sometimes called coordination neglect, right? And I think the most concrete example of this is you can have me as an individual worker, I take a single bullet point, I convert it into a five page report, I send it to my colleague.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

05 / belief

In the best cases, we're seeing executives pinpoint 80% of AI initiatives failing because failing is part of innovation. that I think we need to keep in mind too is a lack of transformation in certain areas is very healthy because it indicates that in the best cases, you're taking well-intentioned risks and benefits and hopefully learning from those failures as well.

“In the best cases, we're seeing executives pinpoint 80% of AI initiatives failing because failing is part of innovation. that I think we need to keep in mind too is a lack of transformation in certain areas is very healthy because it indicates that in the best cases, you're taking well-intentioned risks and benefits and hopefully learning from those failures as well.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

06 / belief

You send your digital note taker bot to a meeting, it signals that you don't value other people's time in a way that is a deeply human phenomenon. And I think that's another big piece of this whole picture inside and outside of meetings as well.

“You send your digital note taker bot to a meeting, it signals that you don't value other people's time in a way that is a deeply human phenomenon. And I think that's another big piece of this whole picture inside and outside of meetings as well.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

07 / belief

I think, in many ways, what we're seeing with AI is not unlike what we've seen with previous technologies, in particular when we think about the change management.

“I think, in many ways, what we're seeing with AI is not unlike what we've seen with previous technologies, in particular when we think about the change management.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

08 / belief

I've long followed Amy Edmondson's great work and I think psychological safety has never been more important in our organization because ideally you have the people raising their hands and saying, this is bot **** or I contributed to bot **** and here is why.

“I've long followed Amy Edmondson's great work and I think psychological safety has never been more important in our organization because ideally you have the people raising their hands and saying, this is bot **** or I contributed to bot **** and here is why.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

09 / belief

In so many organizations, employees want to use different models and different tools. And that's why I'm excited about Glean as a platform as well, because there's no situation in my mind that I can envision where we have a single model a single tool environment.

“In so many organizations, employees want to use different models and different tools. And that's why I'm excited about Glean as a platform as well, because there's no situation in my mind that I can envision where we have a single model a single tool environment.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

10 / belief

The problem is we don't have, most organizations in part because of the context problem, don't understand where the time savings is going and how to extract meaning from it at the team and organizational level. And that's the problem because we start to see, you know, that's I think feeding a lot of this more is more pressure.

“The problem is we don't have, most organizations in part because of the context problem, don't understand where the time savings is going and how to extract meaning from it at the team and organizational level. And that's the problem because we start to see, you know, that's I think feeding a lot of this more is more pressure.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

12 / evaluation

There are healthy forms of bot sitting, but more often than not, it is negative, it is tedious, it is exhausting, it is not rewarded, and it's not appreciated or tracked or measured and certainly not incentivized within the organization. And I think that is feeding a lot of this failed expectations, the an execution gap that we see across the board, not recognizing the human labor and recognizing that this isn't in most cases a problem in terms of the individual employee.

“There are healthy forms of bot sitting, but more often than not, it is negative, it is tedious, it is exhausting, it is not rewarded, and it's not appreciated or tracked or measured and certainly not incentivized within the organization. And I think that is feeding a lot of this failed expectations, the an execution gap that we see across the board, not recognizing the human labor and recognizing that this isn't in most cases a problem in terms of the individual employee.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

13 / evaluation

amount of people who have sent digital twins to lead meetings on their behalf and the sheer volume of meetings that now have at least one note taker, that's where I become very nervous and frustrated because meetings are so expensive.

“amount of people who have sent digital twins to lead meetings on their behalf and the sheer volume of meetings that now have at least one note taker, that's where I become very nervous and frustrated because meetings are so expensive.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

14 / evaluation

What we're seeing in practice, and I'm not convinced this won't change, But when we think about the mental model of a teammate, that is extremely valuable right now because it gives employees something concrete to explain, how do I think about this thing in my day-to-day work?

“What we're seeing in practice, and I'm not convinced this won't change, But when we think about the mental model of a teammate, that is extremely valuable right now because it gives employees something concrete to explain, how do I think about this thing in my day-to-day work?”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

16 / prediction

I think we are seeing smaller and smaller teams. And I think that makes sense because if we're using AI in the right way, A, it should reduce the massive coordination tax of work.

“I think we are seeing smaller and smaller teams. And I think that makes sense because if we're using AI in the right way, A, it should reduce the massive coordination tax of work.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

17 / recommendation

We absolutely need to see the CEOs and executives using the technology. But bottom-up change is just as important and finding these AI influencers or champions within your organization is so essential to activate and activate meaningful change and not just the symbolic change because the CEO has told us to use the technology.

“We absolutely need to see the CEOs and executives using the technology. But bottom-up change is just as important and finding these AI influencers or champions within your organization is so essential to activate and activate meaningful change and not just the symbolic change because the CEO has told us to use the technology.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

18 / evaluation

You try to tweak one thing because the nature of the technology is probabilistic, it's not deterministic, you're not really sure what you tweaked that worked and didn't.

“You try to tweak one thing because the nature of the technology is probabilistic, it's not deterministic, you're not really sure what you tweaked that worked and didn't.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution

19 / prediction

Those types of things we're seeing in effective organizations, but we're not seeing it at scale in a way that I think we should. And again, if I think 10 steps ahead, if you do have a context graph, if you do have an enterprise graph, well, it can help you make that determination because it will know where value has been created and it can start to give you recommendations and we see it in the data where, A large portion of employees are saying already their organizations are using AI to inform performance management, hiring and firing too.

“Those types of things we're seeing in effective organizations, but we're not seeing it at scale in a way that I think we should. And again, if I think 10 steps ahead, if you do have a context graph, if you do have an enterprise graph, well, it can help you make that determination because it will know where value has been created and it can start to give you recommendations and we see it in the data where, A large portion of employees are saying already their organizations are using AI to inform performance management, hiring and firing too.”
Speaker
Rebecca Hinds
Publisher
The Cognitive Revolution
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