Im part of the EPMO of a healthcare system. We just got licenses and an intro to co-pilot for teams, word, excel , PowerPoint.

I swear this AI will tell you all the questions asked during a meeting. If you join a meeting late you can ask it to recap the meeting thus far. Did you get a sales presentation from a vendor you need to recap and present to stakeholders. Ask co pilot to create a pdf from the documentation the vendor provided.

AI is making my job so much easier but at the same time I kinda feel like I’m training my replacement.

Are you using AI at your job, how are you using it and how do you feel about it use in the workplace and if it will one day replace you?

Hi all,
I don't know where to turn on this. I work in a small company, my boss who is an amazing person and has given me so much and helped me really kick start my career has had some accusations over the past little while. But now I've heard a few stories that really show that he's done some shady stuff. My boss has been like a brother to me and is a close friend. I have no idea how to digest this and I have no idea who I could talk to, so I'm just posting here.

I don't want to lose a friend, he's been nothing but amazing to me.

Edit: thank you everyone. I'll keep reading the comments. I just need to reflect on this and I appreciate your discussions.

Edit 2: There is proof enough to not deny things, inappropriate and agressive advances and groping stuff. Nothing good.

I live in the EU. I recently applied for a credit card, and the banker asked me (about my job): "Is it a management role?"

I realized that it is a question I have been asked several times in the past by banks. I tried a cursory google & Reddit search, but I haven't found anyone being curious about this.

I'll try here then. Does anyone know why bankers ask this question? How does it matter? Are "individual contributors" seen as worse/riskier customers than managers?

I have my own informal, anecdotal opinion, but I'm hoping to hear some more informed answer.

https://www.sciencedirect.com/science/article/pii/S1048984322000583

Abstract

We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions.

For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses. This means ethnic minorities received 57.4% fewer positive responses than applicants with English names for leadership positions despite identical resumes.

For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses. This means ethnic minorities received 45.3% fewer positive responses for non-leadership positions despite identical resumes.

Ethnic discrimination for leadership positions was even more pronounced when the advertised job required customer contact.

Does leadership imply ego? Does it require ego? What are good characteristics of either? Can leadership be altruistic? Can ego and altruism co-exist? Or do all leaders function from a place of self-interest?

I’d love to hear your thoughts and experiences on this.

About 15 years ago, I was impressed by a TV commercial. In a Bank of America ad about their investments in crappy neighborhoods (they didn’t phrase it that way), the spokesperson said the bank knew they’d succeeded, “when the flowerboxes begin showing up on front porches.”

Teams have the same sort of indirect indications, too, for good or ill. I’m writing an article about such non-obvious metrics that managers can use to judge whether a team is healthy.

One example is self-organizing get-togethers. It’s one thing for a manager to create team-building exercises. But when the team members arrange for such gatherings themselves — and it includes the whole team, not merely a clique — you know you have an actual team, not a bunch of employees working on the same tasks. (A negative “flower box indicator” of a project cancellation is when the company no longer refills the snack bar; but in this article I want to keep things positive.)

For managers and other leaders: What have you recognized as “flowerbox indicator”? I want to give examples that managers can use to recognize and celebrate success.

(We can have a great conversation here, but I do need to quote people by name, company, title if I use the input in the article.)