Cognadev

A timely reminder to all those promoting fabulous HR and Psychological Assessment products which incorporate "AI". It's time for a serious reality check. Marketing and hype can only take you so far until, as the author puts it:

"Chickens do tend to come home to roost though, eventually. Cold fusion may have sounded great, but you still can’t get it at the mall. The cost in AI is likely to be a winter of deflated expectations. Too many products, like driverless cars, automated radiologists and all-purpose digital agents, have been demoed, publicized—and never delivered.

For now, the investment dollars keep coming in on promise (who wouldn’t like a self-driving car?), but if the core problems of reliability and coping with outliers are not resolved, investment will dry up. We will be left with powerful deepfakes, enormous networks that emit immense amounts of carbon, and solid advances in machine translation, speech recognition and object recognition, but too little else to show for all the premature hype."

The free-to-view article is available at:

Artificial General Intelligence Is Not as Imminent as You Might Think A close look reveals that the newest systems, including DeepMind’s much-hyped Gato, are still stymied by the same old problems

For those with an interest/stake in Leadership courses, a thought-provoking article with two brutal opening paragraphs: https://lnkd.in/gQGdnnqk [open-access].
The abstract:
"Leadership development is big business, with business schools and private providers offering leadership development programmes claimed to help turn managers into wise, good and able leaders. Leadership development originated in philosophy and, in the Western tradition, dates back at least as far as Socrates. This article asks: how would philosophers qua wisdom-lovers [philosophes] respond to contemporary programmes? We use the dramatic licence offered by theatre to imagine Foucault, Butler, Kant, Hume and others participating in a leadership training course. As our play opens, we find them critiquing a 360-degree psychometric assessment instrument they have been asked to complete. Our highly select group argue it solicits docile, servile supplicants to the interests of neoliberal capitalism. They offer an alternative containing key questions putative leaders should explore. The script includes other dramatis personnae and a Chorus (the authors of this paper). Speeches and programme notes provide the necessary bones of an academic paper, such as literature reviews and philosophical contexts. We ask colleagues to join with us in reconnecting leadership development to its philosophical roots in an effort to foster wiser and more ethical leadership"

If philosophers went on a leadership course: A (serious) farce in three Acts - Suze Wilson, Hugh Lee, Jackie Ford, Nancy Harding, 2022 Leadership development is big business, with business schools and private providers offering leadership development programmes claimed to help turn managers int...

The Cliquidity volume assessment system offers an integrated and automated psychological assessment and screening solution for clients looking for an economic /cost effective, efficient, and practical solution for volume assessment of candidates or their existing workforce:

https://lnkd.in/dZwYHr93

For coaches, practitioners, and those with an interest in executive/managerial coaching: An open-access article:
Boyatzis, R.E., Hullinger, A., Ehasz, S.F., Harvey, J., Tassarotti, S., Gallotti, A., & Penafort, F. (2022). The grand challenge for research on the future of coaching. The Journal of Applied Behavioral Science, 58, 2, 202-222. https://lnkd.in/g4HGGNGu. [Open Access].

Abstract

The popularity of coaching as a development activity in organizations has outpaced the research. To inspire research and strengthen our intellectual foundation, the Thought Leadership Institute of the International Coaching Federation invited 35 of the most recognized coaching scholars and 12 coaching leaders to three two-hour discussions. Each session began with three presenters briefly sharing observations about what we know and need to find out. The three sessions focused on: (1) the desired outcomes of coaching; (2) the process and mechanism of coaching; and (3) coaching for people from distinctive cultures, genders, and context. A fourth theme emerged as the major gap in the research about the competencies of effective coaches. This paper summarizes the discussions. Twenty-two specific research needs for the coming years are identified and presented, clustered within the four themes. This should provide guidance for graduate students, faculty and consultants considering research on coaching.

The Grand Challenge for Research on the Future of Coaching - Richard E. Boyatzis, Alicia Hullinger, Sharon F. Ehasz, Janet Harvey, Silvia Tassarotti, Anna Gallotti, Frances Penafort, 2022 The popularity of coaching as a development activity in organizations has outpaced the research. To inspire research and strengthen our intellectual foundation,...

A brief exploration of the factors involved in human Wellness – from historical, societal, organisational and psychological perspectives.

https://lnkd.in/gQdsKQUG