Drew Bird

Most feedback systems fail not because people can’t give feedback, but because leaders don’t understand what feedback is for. We’ve turned feedback into a tool for measurement, correction, and control. But feedback is meant to do something far more important: shape judgment, improve decision-making, and accelerate leadership maturity. Until leaders understand that distinction, more surveys, more data, and more “honesty” will only create more noise — not better performance.

To many leader's are also working with incomplete/bad information on their impact.

Most leaders don’t struggle because they lack skill or intent. They struggle because there’s a gap between how they think they’re showing up and how others actually experience them. That perception gap is where leadership effectiveness is won or lost. #Leadership #Feedback #SelfAwareness

#adaptability is one of THE key skillsets you'll need to be successful in the coming years. Don't underestimate the need to understand your own approach, and if you are leading people, understanding (and helping them to understand) theirs also. If you are looking for an edge - a key differentiator - this is it. theaqacademy.com teapawt.org/sahilbloom/status/1977…

The progression of AI video creation is amazing, and honestly a little frightening. One of the most difficult tasks from what I have seen is believable person to person interaction. This video came into my inbox this morning and it's the best I have seen so far (even if some of the segments are a little better and some are a little worse). Even so, looking at how good this is now, I can only imagine what it will be like a year or two from now. The movie industry seems somewhat quiet about how this tech is going to change the industry, but there seems no doubt it will. youtu.be/w2KQFEh3r_o?si=QMws…

This video is a little long (approx 12.5 minutes) but really worth a watch. This idea of ‘reimagining’ work rather than just bolting AI onto existing processes is where the real opportunities lie. Hope you enjoy- interested in your thoughts! lnkd.in/ephR5RQV How to build a “superhuman workplace” where AI amplifies human potential  - Fast Company

In many recent conversations around adaptability and AI I hear people talk about the need for organizations to ‘upskill’ and ‘reskill’ workers to prepare for the impact on the workforce. But what never gets mentioned is exactly what ‘skills’ should be developed. Here’s what I believe are the 4 skills every employee needs to be effective in an AI-driven world: - Adaptability (AQ) & Learning Agility The only constant is change. We need people who can unlearn, pivot, and stay open in the face of the unknown. - Emotional Intelligence (EQ) What makes us human matters more than ever. Empathy, self-awareness, and trust-building can’t be automated. Critical Thinking & Judgment AI can give us answers. But people must ask the right questions—and decide when not to trust the machine. - Communication & Collaboration Especially across functions and with people who don’t speak tech. If you can’t communicate in this new landscape, you’re out of sync. If you can, you can become a powerful connector between areas and stratas of the organization where understanding of the capability of new technologies like AI is low. You might say that I am just 'talking my book' here by identifying these as the needed skills, and so I'd be interested to know what you would add, or would say are more important? From what I am seeing, organizations that focus on these skills are the ones that will come out ahead. #AI #Leadership #FutureOfWork #Reskilling #Adaptability #EmotionalIntelligence

This was a fascinating piece from @sahilbloom on AI and the Tragedy of the Commons. Worth your time. sahilbloom.com/newsletter/ai…

I am seeing warning after warning about what's happening with AI. Even if you think the loss of job/work estimates are 10x exaggerated, the impact on organizations and society is seismic. People may think "heard this before" because they reflect back on the advent of the PC or the Internet, but both of those occurred slowly by comparison. This is going to be a job shock like we have never experienced before. People are not ready. Organizations are not ready. This is worth a read: axios.com/2025/05/28/ai-jobs…

Numerous conversations with clients over the past few days about the need to upskill around AI for them and their teams. Seems there is not much usable, easy to apply content that's easily findable. If anyone has (or knows of) AI courses (preferably async) that they have used or provide, please drop me a DM. Nothing on Udemy or LI Learning please - have looked at some of those offerings and they are too generic. #adaptability #AI #ArtificialIntelligence

The more I am exposed to the leading-edge AI performance, the more I realize that we are collectively deceiving ourselves about the dramatic impact this technology will have. So many industries will be disrupted or transformed beyond recognition. If I was headed to college or university now, I would think about nursing, paramedic, plumber, HVAC etc. I would NOT consider anything in finance, design, or software development, research and so many others. Yes, the top 5-10% in knowledge work fields will likely do very well, but the bottom 90% will be easily replaced by AI. I am not saying I like this, or that I necessarily think it's a good idea, but change doesn't care what I (or you) think.

This article on The Emotional Economy is well worth your time (about a 3-minute read). It explores how the skills that matter most in today’s organizations—empathy, emotional regulation, curiosity—aren’t just “nice to have.” They’re becoming core to how we lead, build teams, and drive performance. My wife (a clinical psychologist) and I have had dozens of conversations on this topic, both the pros and cons, the cautions and the opportunities. My fear is that we are becoming even more disconnected from the others who we work with. WFH had a big impact on that, and even in areas where there has been a return to the office it often 'feels' different and less connected. If you’re rethinking how your organization defines talent and value, this is a thoughtful and timely read: wrk3.substack.com/p/the-emot…

Are you a 'Frontier Firm'? Interesting statistics from Microsoft's latest research on AI adoption: 47% of leaders list upskilling existing employees as a top workforce strategy for the next 12–18 months. 51% of managers say AI training or upskilling will become a key responsibility for their teams within five years. 35% of managers are considering hiring AI trainers to guide employee adoption in the next 12–18 months. The uncertainty and ambiguity created by shifts such as these will have a big impact on the existing staff as they work to understand what this means for them and their work. Organizations need to get out ahead of these changes and communicate to staff what is happening, and when. I don't think most organizations are ready for this level of disruption, and those that are seeing the opportunities and challenges of this clearly are the ones that will thrive. Tons more info and interesting statistics in this report - It's a quick read and well worth it - full report here: microsoft.com/en-us/worklab/…