With more than 260,000 registrations, Google actually broke the Guinness World Records ð title for largest attendance at a virtual AI conference in one week.
(I didn't even know that was a thing! ð ) Not able to make attend? Here is everything that was covered from theory to application is now available for free...
â¡ïž Day 1: Foundational Models & Prompt Engineering
https://lnkd.in/d-_w3gXj
â¡ïž Day 2: Embeddings & Vector Stores / Databases
https://lnkd.in/dkmfDUcp
â¡ïž Day 3: Generative AI Agents
https://lnkd.in/dd3Zd2-F
â¡ïž Day 4: Domain-Specific LLMs
https://lnkd.in/d6Z39yqt
â¡ïž Day 5: MLOps for Generative AI
https://lnkd.in/dcXCTPVF
And, be sure to check out the winners of the course's capstone project: building tools from Generative AI (classroom assistants, schedulers, mock interviewers and more.) https://lnkd.in/dPsXnrct
Interested in putting all of those newly-developed AI skills to use? Here are some of the latest job openings here at Google: http://google.com/careers. Hope to see you around! ð
#google #lifeatgoogle #training #ai #education | 21 comments on LinkedIn
I was interviewed in today's The Wall Street Journal on the impact of AI agents on customer behavior - here's how I believe our lives are about to change:
I was interviewed in today's The Wall Street Journal on the impact of AI agents on customer behavior - here's how I believe our lives are about to change:
( â¬ïž From the article by the great Steve Rosenbush â¬ïž )
There is a flywheel effect at work here. The AI agent has access to an enormous amount of data about users that makes it possible to tailor recommendations, information, and insights to their needs. And once they reside in a messaging app, they can create a continuing presence in the userâs life, just like a person would.
âOnce an AI knows you and remembers your history, it stops feeling like a tool and starts to feel like a companion,â says Conor Grennan, chief AI architect at New York University Stern School of Business. âIt starts to blur the line between an AI brand ambassador and just a friend who shares your taste.â"
â¬ïž End of quote â¬ïž .
The wild part of all this to me is that agents are coming to WhatsApp, where we hang out. It shows us a ton about Meta's strategy:
My thoughts:
WhatsApp already hosts most of our everyday conversations, so when a brand drops in an AI agent that greets me like the barista who knows my order, it doesnât feel like marketingâit feels like service.
Whatâs new is the compounding effect: every helpful, context-aware response deposits a little âtrust capitalâ in the relationship bank.
Those micro-interactions can become a moat for a brand by helping establish lasting customer loyalty.
So: Where do you see this all going?
+++++++++++++++++
UPSKILL YOUR ORGANIZATION:
When your organization is ready to create an AI-powered cultureânot just add toolsâAI Mindset would love to help. We drive behavioral transformation at scale through a powerful new digital course and enterprise partnership. DM me, or check out our website. | 56 comments on LinkedIn
âOnce an AI knows you and remembers your history, it stops feeling like a tool and starts to feel like a companion,â says Conor Grennan, chief AI architect at New York University Stern School of Business. âIt starts to blur the line between an AI brand ambassador and just a friend who shares your taste.â"
Eine empirische Studie zeigt: Der wirtschaftliche Nutzen der generativen KI wird von FÃŒhrungskrÀften mit praktischer Erfahrung deutlich positiver bewertet als von solchen ohne. WÀhrend 64 Prozent der Erfahrenen von einer schnellen Amortisation ausgehen, glauben dies nur 35 Prozent der Unerfahrenen. Die Wirtschaftlichkeit hÀngt stark vom Betriebsmodell, der Nutzungstiefe und den unternehmensspezifischen Bedingungen ab. Wer GenAI gezielt einsetzt, steigert ProduktivitÀt, Innovationskraft und ArbeitgeberattraktivitÀt â ein realer betriebswirtschaftlicher Vorteil, schreibt Peter Buxmann in seinem Gastbeitrag fÃŒr F.A.Z. PRO Digitalwirtschaft.
ðªð²ð¶ðð²ð¿ð¹ð²ðð²ð»: â¶ïž https://lnkd.in/e3faARTd
Der Text stammt aus unserem Digitalwirtschaft-Newsletter zur digitalen Ãkonomie. Der Newsletter wird jeden Mittwoch um 8 Uhr an 230.000 Abonnenten versendet und erklÀrt die relevanten Digitalthemen der Woche, aufgeteilt auf die Themenbereiche KÃŒnstliche Intelligenz, Zukunft der Arbeit, Digitale Transformation, Plattformen und Digitale MobilitÀt. Interessenten können den Newsletter zwei Monate ðžðŒððð²ð»ð¹ðŒð testen. â¶ïž https://lnkd.in/eY_4zwbr
Frankfurter Allgemeine Zeitung | 13 Kommentare auf LinkedIn
âðð ð¶ð ð°ðŒðºð¶ð»ðŽ ð³ðŒð¿ ððŒðð¿ ð·ðŒð¯. ðð²ð°ðž, ð¶ðâs coming for mine too
âðð ð¶ð ð°ðŒðºð¶ð»ðŽ ð³ðŒð¿ ððŒðð¿ ð·ðŒð¯. ðð²ð°ðž, ð¶ðâð ð°ðŒðºð¶ð»ðŽ ð³ðŒð¿ ðºð¶ð»ð² ððŒðŒ!"
Thatâs not clickbait. Thatâs the CEO of Fiverr (Micha Kaufman) in his latest e-mail every employee received yesterday!
And heâs not the first writing that: first Shopify, then Duolingo, now Fiverr. Top tech CEOs are one by one speaking out loud. BUT Fiverr did something different: They didnât just warn their teams â they gave them a blueprint to survive.
ð§ðµð² ð³ðŒð¹ð¹ðŒðð¶ð»ðŽ ð®ð¿ð² ððµð² 7 ðð ðŠðð¿ðð¶ðð®ð¹ ð§ð¶ðœð ðµð² ð¿ð²ð°ðŒðºðºð²ð»ð±ð ð³ðŒð¿ ð»ð®ðð¶ðŽð®ðð¶ð»ðŽ ððµð²ðð² ð°ðµð®ð»ðŽð²ð: â¬ïž
1. ðð ðœð²ð¿ð¶ðºð²ð»ð, ðð ðœð²ð¿ð¶ðºð²ð»ð, ðð ðœð²ð¿ð¶ðºð²ð»ð.
â Test every AI tool you can get your hands on. See which ones make you 10x faster. If youâre in coding? Use Cursor. Law? Lexis+. Learn what makes you dangerous.
2. ðð¶ð»ð± ððºð®ð¿ð ðœð²ðŒðœð¹ð² ð®ð»ð± ððð¶ð°ðž ð°ð¹ðŒðð².
â Surround yourself with folks who already get AI. Ask questions. Watch what tools they use. Shortcut your learning curve.
3. ðšðð² ððŒðð¿ ðð¶ðºð² ð¹ð¶ðžð² ð¶ðâð ð²ð ðœð²ð»ðð¶ðð².
â If you're still working like it's 2024, you're doing it wrong (!!!). Speed and efficiency are the new currency. Cut the fluff, automate the rest.
4. ð ð®ððð²ð¿ ðœð¿ðŒðºðœðð¶ð»ðŽ.
â Google is basic now. LLM'S are the new baseline. The better your prompts, the more powerful you become. Learn it like itâs your second language.
5. ðð²ð¹ðœ ððŒðð¿ ð°ðŒðºðœð®ð»ð ð±ðŒ ðºðŒð¿ð² ðð¶ððµ ð¹ð²ðð.
â Donât just do your job â rethink how the whole org works. Automate stuff. Suggest improvements. Be the person who makes things smoother and smarter.
6. ð§ðµð¶ð»ðž ð¹ð¶ðžð² ð®ð» ðŒðð»ð²ð¿.
Know what the companyâs really trying to achieve. Donât wait to be asked. Show up with ideas. Pitch improvements. You donât need a permission slip to contribute.
7. ð ð®ðžð² ððŒðð¿ ðŒðð» ðŒðœðœðŒð¿ððð»ð¶ðð¶ð²ð.
No one's coming to save you. If you want to grow, build your own path. Take initiative, start small, stay consistent. Those who help themselves get help too.
ð ð¯ð²ð¹ð¶ð²ðð² ððµð²ð¿ð²'ð ððŒðºð² ðð¿ðððµ ððŒ ððµð¶ð. ððð ðð² ðŒð³ðð²ð» ðð²ð»ð± ððŒ ð²ð¶ððµð²ð¿ ðŒðð²ð¿ð²ððð¶ðºð®ðð² ðŒð¿ ðð»ð±ð²ð¿ð²ððð¶ðºð®ðð² ðð²ð°ðµð»ðŒð¹ðŒðŽð. ð§ðµð®ð ðð®ð¶ð±, ððµð² ðºð²ððð®ðŽð² ð¿ð²ðºð®ð¶ð»ð ððµð² ðð®ðºð²: ðð ð¶ðð»âð ð°ðŒðºð¶ð»ðŽ â ð¶ðâð ð®ð¹ð¿ð²ð®ð±ð ðµð²ð¿ð². ðð²ð°ðŒðºð¶ð»ðŽ ð®ð» ðð-ð³ð¶ð¿ðð ð°ðŒðºðœð®ð»ð ð¶ð ð¿ð®ðœð¶ð±ð¹ð ð¯ð²ð°ðŒðºð¶ð»ðŽ ððµð² ð»ð²ð ð»ðŒð¿ðºð®ð¹. ðŠðð¶ð¹ð¹, ððµð² ðð¶ðœð ð®ð¯ðŒðð² ð®ð¿ð² ðð®ð¹ðð®ð¯ð¹ð². ðð²ðâð ð¯ð² ðµðŒð»ð²ðð: ðšðœððžð¶ð¹ð¹ð¶ð»ðŽ ð¶ð ð»ðŒ ð¹ðŒð»ðŽð²ð¿ ð® ðœð²ð¿ðž. ð¬ðŒðâð¿ð² ð²ð¶ððµð²ð¿ ð¯ðð¶ð¹ð±ð¶ð»ðŽ ððµð² ð³ðððð¿ð² â ðŒð¿ ðð®ðð°ðµð¶ð»ðŽ ð¶ð ðœð®ðð ððŒð ð¯ð.
You can read the full e-mail attached! â¬ïž
| 152 comments on LinkedIn
*NEW PAPER*: GenAI investments will only pay off if employees adopt theâŠ
*NEW PAPER*: GenAI investments will only pay off if employees adopt the technology and learn to use it effectively. Feelings of psychological threats are common and they are going to be a major obstacle. GenAI deployment therefore needs to be accompanied by a careful talent management strategy.
In our new Trends in Cognitive Sciences article, we review the psychological threats that GenAI deployment can trigger in workers, focusing on three areas: competence, autonomy, and relatedness.
Moreover, we sketch different types of reactions that such feelings of threats can trigger. The figure below summarizes five coping strategies (both adaptive and maladaptive) for the three types of psychological threat.
Link to the article in comment (open access for 50 days). With Erik Hermann and Carey Morewedge
The Wharton School
Wharton AI & Analytics Initiative
Wharton Executive Education | 24 comments on LinkedIn
How long will the traditional course survive in the workplace? I give it 2-5 years. Let me explain.
When I say a âtraditional courseâ, I mean learning content (instructor-led or self-service) delivered online or face-to-face either, going from beginning to end with little variation in content or delivery.
These courses have been the mainstay of training at work since I started in the classroom in the 1980s.
For some, the idea that the traditional course is doomed come as a shock. For others, itâs self-evident. Listening to researchers, experts and practitioners like Dani Johnson, Dr Philippa Hardman and Gregg Collins, I am convinced that within 5 years most organisational training will abandon these traditional courses.
Why?
It is now easy to personalise content, even in a simple fashion, with AI. With extra effort, you can deliver content via adaptive delivery that understands where you are succeeding and failing and changes what you learn, and how you learn it, to ensure you reach competency faster. Itâs more effective, more enjoyable, and faster.
All of this is already happening, and it's only going to get easier and more wide-spread.
But the real drive will come not from the technology, but from the learners. The technology enables the change. The learners will demand it. Once enough people have experienced content delivered with this flexibility â probably initially in their private lives, as consumers â they will start to ask why their employers arenât delivering content the same way.
So I have three questions for you this Friday:
· Do you agree that the traditional course doomed?
· If so, is the timescale of 2-5 years reasonable?
· What are the implications of all this?
Iâd love to hear your thoughts.
| 77 comments on LinkedIn
Progress is happening all over the world. I couldnât fit the entire world into my studio though, so built a model. See how I did that with a Nebula subscript...
Energiewende schneller als gedacht - Das passiert gerade in Deutschland!
Werbung: Am Mittwoch, 14.05.2025 moderiere ich eine Talk-Runde mit Akteuren aus der Wissenschaft und Changemakern rund um das Thema Greenovations - also Inno...
AI vs. human coaches: Examining the working alliance | Amber Barger, EdD, MCC | 31 comments
New Research: AI vs. Human Coaches - Building Effective Working Relationships
This study explores a fascinating question: Can AI coaches of the future build effective working relationships with clients comparable to human coaches?
Surprisingly, the answer is yes.
Part of my dissertation research study at Teachers College, Columbia University was recently published in an Advancing Coaching Scholarship special issue alongside other prominent scholars.
With AI increasingly entering human-centered spaces like coaching, this research offers early insight into its impact.
Through a randomized controlled experiment, I found that people could establish strong connections with both simulated autonomous AI and human coaches in just a single hour-long session. The data showed comparable relationship quality metrics across both conditions, with individuals specifically valuing the collaborative, goal-oriented conversation regardless of coach type.
Read the full study here to explore what this means for the future of coaching.
#AICoaching
https://lnkd.in/g4W7i8dx | 31 comments on LinkedIn
Something Alarming Is Happening To The Job Market: AI Is replacing jobs faster than we thought.... and
it's also reducing the wage premium of a college degree. This is why the #Superworker strategy is so urgent.
https://lnkd.in/g8V9aHxN
âLaw firms lean on AI for paralegal work as consulting firms find that five 22-year-olds with ChatGPT can do the work of 20 recent grads."
"Tech firms are turning over their software programming to a handful of superstars working with AI co-pilots."
"The share of jobs posted on Indeed in software programming has declined by more than 50 percent since 2022."
"And even if employers arenât directly substituting AI for human workers, spending on AI infrastructure is crowding out spending on new hires.â | 172 comments on LinkedIn
ð¢ðœð²ð»ðð ð·ððð ð¹ð®ðð»ð°ðµð²ð± ððŒðºð²ððµð¶ð»ðŽ ððð â ð®ð»ð± ð¯ð®ð¿ð²ð¹ð ð®ð»ððŒð»ð² ð¶ð ðð®ð¹ðžð¶ð»ðŽ ð®ð¯ðŒðð ð¶ð!
Yesterday, I spent a few hours diving into the newly launched "ð¢ðœð²ð»ðð ðð°ð®ð±ð²ðºð". And it's an absolute goldmine of FREE AI education, packed with tutorials, live workshops, labs and real-world case studies.
Whether you're just starting or already building with GPTs â thereâs definitely something here for you. And itâs all 100% FREE and beginner-friendly tracks (no code needed). Here is some stuff to have an eye on:
ðšðœð°ðŒðºð¶ð»ðŽ ðªð²ð¯ð¶ð»ð®ð¿ð:
â Introduction to ChatGPT: https://lnkd.in/e4dgUbWj
â AI in Action: Uses for Work, Learning & Life: https://lnkd.in/efXpXY_9
ðð¿ð°ðµð¶ðð²ð± ðªð²ð¯ð¶ð»ð®ð¿ð:
â ChatGPT 101: A Guide to Your Super Assistant: https://lnkd.in/e6RJMcEC
â ChatGPT 102: Using AI to Do Your Best Work: https://lnkd.in/eF4iQfFz
â Advanced Prompt Engineering: https://lnkd.in/eb9JGYkY
ððµð®ððð£ð§ ð®ð ðªðŒð¿ðž ððŒð¹ð¹ð²ð°ðð¶ðŒð»:
â ChatGPT Search: https://lnkd.in/e8fRSkPT
â ChatGPT for Data Analysis: https://lnkd.in/ezssYnGk
â Introduction to GPTs: https://lnkd.in/eiUCDF9u
ððµð®ððð£ð§ ðŒð» ðð®ðºðœðð ððŒð¹ð¹ð²ð°ðð¶ðŒð»:
â AI for Academic Success: https://lnkd.in/e9hPwRsF
â AI for Career Prep: Resumes & Interviews: https://lnkd.in/ezK62jzQ
ðð²ðð²ð¹ðŒðœð²ð¿ ððð¶ð¹ð± ððŒðð¿ð ððŒð¹ð¹ð²ð°ðð¶ðŒð»:
â Fine-Tuning: https://lnkd.in/e2iqWD7J
â Assistants & Agents: https://lnkd.in/em6FBu2Q
Link to the academy: https://lnkd.in/d8GK4sC4
Definitely very interesting to see that OpenAI is now also building their own learning ecosystem.
ENJOY! | 58 comments on LinkedIn
VernÃŒnftige deutsche Version ist auch mit dabei ð
Yeah! Die sehr praktische Audio-Zusammenfassung von NotebookLM ist jetzt in ÃŒber 50 Sprachen verfÃŒgbar und deutsch ist auch dabei.
Damit bist du in der Lage verschiedene Wissensquellen in vernÌnftiger deutsche Sprache zu konsumieren. Die QualitÀt der Aussprache und die StabilitÀt der Stimme sind auch richtig gut.
Teilweise auch so gut, dass ich es nicht 100%ig von Menschen unterscheiden könnte. Google hat da einen guten Job gemacht. ðð»
ðµ Auch schon vorher möglich, aber nicht gut
Ja, auch vorher war die Audio-Zusammenfassung auf Deutsch möglich, wenn man den Prompt angepasst hat. Gut war die Version aber nicht und die Aussprache teilweise nicht zu gebrauchen. Mit der offiziellen UnterstÌtzung von anderen Sprachen klingt das Ganze schon wesentlich besser.
ðŽ Wie findest du die deutsche Version?
------------------------------------------
ðð» Mein KI-Newsletter: https://lnkd.in/gy42ujUE
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#ki #ai #notebooklm #genai
EinschÀtzung zu "die Revolution des Corporate Learning beginnt" von Josh Bersin ð
In diesem Experiment reagiere ich auf Josh Bersins Impuls "The Revolution in Corporate Learning begins" und reflektiere, wie diese Themen auf unsere RealitÀt...
Duolingo becoming an AI-FIRST COMPANY - nach dem viralen Post von Shopify ÃŒberâŠ
Becoming an "AI-FIRST COMPANY" - nach dem viralen Post von Shopify ÃŒber das Thema der AI-First MentalitÀt, legt Duolingo nach und ich kann nur empfehlen die Argumente bzgl "...employees can âfocus on creative work and real problems, not repetitive tasks.â etc sich anzuschauen.
Die mutigsten Unternehmen erkennen Wendepunkte, bevor sie offensichtlich werden. 2012 setzte Duolingo auf Mobile-First, als andere noch in Desktop-Denken gefangen waren.
Heute stehen wir vor einem Àhnlichen Moment â dem KI-Paradigmenwechsel.
Duolingo sieht KI nicht nur als ProduktivitÀtstool, sondern als SchlÃŒssel zur Mission. KI skaliert Inhalte, die sonst wesentlich aufwÀndiger zu produzieren wÀren. Zum ersten Mal ist Unterricht auf dem Niveau der besten menschlichen Lehrer in Reichweite. Die klaren strukturellen Ãnderungen zeigen den echten Transformationswillen:
_KI-Kompetenz als Einstellungs- und Leistungskriterium
_Personalwachstum wo Automatisierung keine Option ist
Am wichtigsten: Diese Transformation stellt Menschen in den Mittelpunkt. Es geht nicht darum, Mitarbeiter zu ersetzen, sondern sie von Routineaufgaben zu befreien und ihre KreativitÀt zu entfesseln â unterstÃŒtzt durch Schulungen und Mentoring.
In einer Zeit, in der noch so viele Unternehmen zögern, macht Duolingo bereits den nÀchsten Sprung. Eine kleine Erinnerung daran, dass wahre Innovatoren keine Angst vor VerÀnderung haben â sie sind diejenigen, die den Wandel willkommen heiÃen, bevor er zur Notwendigkeit wird.
Ein paar wichtigen Stellen des offiziellen Announcements hier:
"AI is already changing how work gets done. Itâs not a question of if or when. Itâs happening now. When thereâs a shift this big, the worst thing you can do is wait. ... this time the platform shift is AI. AI isnât just a productivity boost. It helps us get closer to our mission... Being AI-first means we will need to rethink much of how we work. Making minor tweaks to systems designed for humans wonât get us there. In many cases, weâll need to start from scratch. Weâre not going to rebuild everything overnight, and some things-like getting AI to understand our codebase-will take time. However, we canât wait until the technology is 100% perfect. Weâd rather move with urgency and take occasional small hits on quality than move slowly and miss the moment. ... Duolingo will remain a company that cares deeply about its employees. This isnât about replacing Duos with AI. Itâs about removing bottlenecks so we can do more with the outstanding Duos we already have. We want you to focus on creative work and real problems, not repetitive tasks. Weâre going to support you with more training, mentorship, and tooling for AI in your function. Change can be scary, but Iâm confident this will be a great step for Duolingo. It will help us better deliver on our mission â and for Duos, it means staying ahead of the curve in using this technology to get things done."
Iâm sorry but⊠the learning styles myth needs to die already.
No, you're not a "visual learner." Or an "auditory learner." Or a "kinesthetic-scent-triggered-by-smooth-jazz" learner.
Youâre a brain â and brains donât work like that.
Thereâs zero scientific evidence that teaching people in their so-called âpreferred learning styleâ helps them learn better. In fact, it often hurts by giving people permission to avoid the real work of processing knowledge deeply, by engaging in an objectively more appropriate exercise for the topic at hand.
Donât get me wrong â personalized learning is still awesome. But that just means adjusting the difficulty, pacing, or topic sequence to how well you know something â not whether you "like" podcasts better than diagrams.
What most people call âlearning stylesâ are really just learning preferences. Sure, someone might like to watch a video instead of doing flashcards â but that doesnât mean itâs the better learning experience.
In fact, the easier or more âcomfortableâ something feels⊠the less likely it is to stick.
Real learning = effortful. Uncomfortable. Active. Often annoyingly repetitive. And unfortunately, not optimized around your vibes.
So letâs keep pushing for personalized learning that works â based on science, not zodiac signs.
#LearningScience #EdTech #CognitivePsychology #Brainscape | 110 comments on LinkedIn
Announcing People Skills general availability and new Skills agent
We are excited to announce the general availability of People Skills, a powerful new data layer in Microsoft 365 Copilot, Microsoft 365 and the Viva portfolio of apps and services. People Skills is the evolution of the service previously known as Skills in Viva.
Built on this new data layer, weâre also introducing the new Skills agent that helps leaders create dynamic skill-based teams to tackle any project, and lets employees find and connect with people with the skills they need.
People Skills enables Copilot and the Skills agent to understand the backbone of your company â your people. This innovative new grounding source augments the critical work context already built into Copilot to produce the first generative AI experience to deeply understand both your business and your people.
The People Skills data layer will start general availability rollout to Microsoft 365 Copilot and Viva customers at Microsoft Build in May 2025.
The Skills agent will become available starting in June 2025.
Overview
People Skills infers individualsâ skillsets derived from user profile and activity mapped to a customizable built-in skill taxonomy. This data layer fuels the Skills agent, and enhances Copilot Chat, Microsoft 365, and Viva services with contextualized information about the people in your organization.
With this advanced AI-based skills inferencing methodology built into everyday work tools, paired with robust privacy and visibility controls for both admins and end users, People Skills can equip leaders with critical workforce skill insights to prepare and accelerate their AI transformation while empowering employees with personalized skill profiles and career growth tools.
Skills agent
The new Skills agent helps leaders and employees across the organization stay informed, agile, and ready to thrive.
Employees can use the agent to easily explore their own skills and how to develop them, see how they can best leverage Copilot, find experts in the organization, and understand colleagueâs skillsets.
Leaders can use the Skills agent to inform strategic workforce planning decisions, such as staffing for high-priority projects, with an up-to-date view of talent landscape strengths, gaps, and opportunities. â¯
People Skills for leaders and organizations
To empower business leaders and analysts with detailed skills-based organizational insights, weâre introducing the new Skills landscape report in Copilot Analytics. This report can be filtered by organizational data - such as HR attributes â to allow leaders and analysts to customize views for relevant groups. The Skills landscape report data can also be exported for custom analysis.
The Skills landscape report will be available in Viva Insights starting in June 2025 and include four report pages detailed below.
The Skills introduction page explains how skill inferences are generated, allows for customization of report parameters, and displays a snapshot of organization progress towards confirmed skills on individual profiles.
The Top skills page shows commonly used skills and identifies areas of skill specialization in your organization.
The Deep dive page allows you to deep dive into a specific skill â including subskills and adjacent skills â to get a more complete view of talent in a specific area.
This Deep dive page also delivers insights focused on the number of people using selected skills by group, trending growth over time, and a heatmapped view of skill concentration across teams.
The Skills hierarchy page allows you to view the connection between skills and explore how your companyâs skill taxonomy is structured. This view further allows you to drill down into granular skills that are critically important to your business.
People Skills for employees
People Skills improves the employee experience by improving expertise discovery, showcasing hard-earned talents, and accelerating career growth. As a core principle of People Skills, every person will have the ability to edit, update, customize â and if desired â opt out of sharing their skills or having their skills inferred.
People Skills enables multiple employee scenarios across a variety of apps and services, including: Microsoft 365 Copilot, Skills agent, Microsoft 365 profile card, Microsoft 365 profile editor, Org Explorer, People companion, and Viva Learning.
Watch the video below to see how People Skills creates a rich, connected experience in the flow of work across these endpoints.
Inference engine
The People Skills inference engine uses Microsoft 365 profile and activity signals from the Microsoft Graph like documents, emails, chats, and meetings to create personalized skill profiles for individuals within your organization.
Under the hood, the inference engine is powered by the latest OpenAI LLM models, with a proprietary inferencing approach based on principles of game theory and multi-agent frameworks executing multi-directional inference runs across relevant Microsoft Graph data. This skill extraction ecosystem leverages simulated agent personas that operate on bespoke logic to capture the right signals, optimize for a diverse and specific pool of skills, and improve predictability between input signals and output skills. Combined with the richness of underlying Microsoft Graph data, this proprietary approach produces accurate skill profiles for each user.
In addition to generating accurate skill profiles, the People Skills inference engine:
Has a frequent refresh cadence so inferences are always up-to-date and relevant
Requires zero action by end users (note that users always have control over their skills inferences, profile display, and visibility settings)
Takes <5 minutes to set up from Microsoft 365 admin center when using our recommended configuration
Includes robust privacy and visibility controls at both the admin and user level
By building a skills inference engine that is accurate, up to date, easy to set up, requires zero end-user action, and is embedded into everyday work tools â we believe we may have solved the core issues traditionally preventing companies from accessing relevant skills information.
Flexible taxonomy approach
People Skills includes a flexible approach to skills taxonomy management, designed to meet you at any stage along your journey to a skills-enabled organization.
Option 1 â Use the built-in skills taxonomy
People Skills includes a built-in skills taxonomy of 16,000+ skills produced in partnership with LinkedIn. Each of the 16,000+ skills in this taxonomy are surrounded by a semantic description of embedded data including skill name, skill description, related skills, where the skill fits in a skill hierarchy, roles that tend to have this skill, and more contextual information on how the skill gets applied at work. This information helps the People Skills inference model determine when the skill is demonstrated.
You can use this taxonomy out of the box, or customize as needed, with admin editing capabilities supporting both removal and addition of skills.
Option 2 â Use your own custom skill taxonomy
You may choose not to use the built-in skills taxonomy, and instead import your own custom skill taxonomy.
Privacy and visibility controls
We take responsible AI and privacy seriously to help you deploy with trust. People Skills includes robust privacy and visibility controls both at the admin and user level. Admins can set these controls for users, groups, or for their entire tenant to meet their needs.
As noted below, users are always in control of their Microsoft 365 profile and may turn skills inferencing and/or skills visibility off at any time.
Skills inferencing controls:
Admins can turn skills inferencing auto-on (individual users can opt out)
Admins can turn skills inferencing auto-off (individual users can opt in)
Admins can disable skills inferencing for their tenant
Skills visibility controls - this refers to the ability for users to see their colleaguesâ skills on surfaces like the people card or in Copilot:
Admins can turn skills visibility auto-on (individual users can opt out)
Admins can turn skills visibility auto-off (individual users can opt in)
Admins can disable skills visibility for their tenant
People Skills also provides a framework for tagging sensitive skills that admins do not want the inference engine to capture.
Customer feedback
People Skills has already been enabled for over 100,000 Microsoft employees and 10 customers participating in our private preview. We thank our preview customers for all the deep dives, feedback, and iteration as we fine-tuned our inference engine. In their words:
âWeâve partnered with Microsoft to help our people gain the skills they need for the future. As we undertake one of the largest transformations in UK financial services, gaining deeper skills insights will be instrumental in unlocking the potential of our colleagues and equipping them with the capabilities they need now and in the future. Making the process for colleagues to record their skills simple and efficient has been a priority, enabling them to focus on the skills they want to develop to better serve our customers. The AI-powered suggestions within People Skills are thoughtfully aligned with the work our colleagues do, helping us accelerate progress in our transformation journeyâ.â¯
- Sharon Doherty, Chief People & Places Officer, Lloyds Banking Group
"The future of work is increasingly about sk...
Bildungskrise und fehlende Zukunftsperspektiven â Was lÀuft schief?
Aladin El-Mafaalani, Soziologe und Professor fÃŒr Migrations- und Bildungssoziologie, nimmt kein Blatt vor den Mund: Das deutsche Bildungssystem steckt tief i...
Learn about Anthropic's comprehensive framework for identifying, classifying, and mitigating potential harms from AI systems, ensuring responsible development of advanced AI technology.
Just reviewed "The State of Digital Adoption 2025 - special AI Adoption" and the findings are really interesting! e.g. the AI adoption gap: 78% of executives are confident in their change approach, but only 28% of employees feel adequately trained on AI tools.
ð® Where is the Future of AI-Powered Digital Adoption
Foundational priorities
By 2028, both executives and employees will prioritize security, efficiency, and proper infrastructure management over specific features.
Evolution of DAPs
Next-gen Digital Adoption Platforms are evolving to incorporate cross-application, contextual support that continuously improves through user interaction.
Path to HyperProductivity
Organizations that successfully implement AI while leveraging emerging technologies will achieve a state of HyperProductivity â where human capabilities and technology converge to achieve measurable gains in efficiency, innovation, and resilience.
See some selected interesting pictures - or download the full report via the link in the comments.
#DigitalAdoption #AITransformation #DigitalProductivity #FutureOfWork
ð³ Durchblick im ChatGPT-Dschungel: Welches Modell passt wirklich zu dir?
Der groÃe Vergleich von GPT-4o, o3, o4 mini, 4.1 und mehr âš Ein persönlicher Erfahrungsbericht und ein Deep Research â speziell fÃŒr mein Netzwerk.
How AI Is Blowing Up The Corporate Learning Market: The Whole Story
This week I detail the whole story: how the $360 billion corporate learning market is being blown up by AI.This tidal wave has now arrived, with every major ...
ð€ Interesting insights from Anthropicnes recent study on how university students are leveraging AI! ð
Key findings:
- STEM students, particularly in Computer Science, are early adopters of AI tools like Claude, accounting for 36.8% of conversations despite representing only 5.4% of U.S. bachelor's degrees.
- Students interact with AI in four primary ways: Direct Problem Solving, Direct Output Creation, Collaborative Problem Solving, and Collaborative Output Creation, each occurring at similar rates.
- Claude is mainly used for creating and improving educational content (39.3%), technical explanations (33.5%), and higher-order cognitive functions like Creating (39.8%) and Analyzing (30.2%).
Students are not just seeking quick answers; they're using AI as a collaborative tool to enhance their learning journey. This trend highlights the transformative potential of AI in higher education. And it shows: students are smarter than many teachers think or fear.
I also liked this graphic which however is also nice marketing showing Claude being used for higher order thinking via creation something new⊠which is the strength of LLMs obviously.
#AIinEducation #HigherEducation #STEM #Innovation #FutureofLearning
ð§ðŒðœ ðð²ð»ð²ð¿ð®ðð¶ðð² ðð ð§ð²ð¿ðºð ð¬ðŒð ðŠðµðŒðð¹ð± ðð»ðŒð â ðð ðœð¹ð®ð¶ð»ð²ð± ðŠð¶ðºðœð¹ð
ð. ððð (ðð®ð¿ðŽð² ðð®ð»ðŽðð®ðŽð² ð ðŒð±ð²ð¹)
â Helps computers understand and write human-like text
â Examples: GPT-4, Claude, Gemini
â Used in: Chatbots, coding tools, content generation
ð®. ð§ð¿ð®ð»ðð³ðŒð¿ðºð²ð¿ð
â The tech behind all modern AI models
â Let models understand meaning, context, and order of words
â Examples: BERT, GPT
ð¯. ð£ð¿ðŒðºðœð ðð»ðŽð¶ð»ð²ð²ð¿ð¶ð»ðŽ
â Writing better instructions to get better AI answers
â Includes system prompts, step-by-step prompts, and safety rules
ð°. ðð¶ð»ð²-ð§ðð»ð¶ð»ðŽ
â Training an AI model on your data
â Helps tailor it for specific tasks like legal, medical, or financial use cases
ð±. ððºð¯ð²ð±ð±ð¶ð»ðŽð
â A way for AI to understand meaning and relationships between words or documents
â Used in search engines and recommendation systems
ð². ð¥ðð (ð¥ð²ðð¿ð¶ð²ðð®ð¹-ðððŽðºð²ð»ðð²ð± ðð²ð»ð²ð¿ð®ðð¶ðŒð»)
â Combines AI with a database or document store
â Helps AI give more accurate, fact-based answers
ð³. ð§ðŒðžð²ð»ð
â The chunks of text AI reads and writes
â Managing them controls cost and performance
ðŽ. ðð®ð¹ð¹ðð°ð¶ð»ð®ðð¶ðŒð»
â When AI gives wrong or made-up answers
â Can be fixed with fact-checking and better prompts
ðµ. ðð²ð¿ðŒ-ðŠðµðŒð ðð²ð®ð¿ð»ð¶ð»ðŽ
â When AI can perform a task without being trained on it
â Saves time on training
ðð¬. ððµð®ð¶ð»-ðŒð³-ð§ðµðŒððŽðµð
â AI explains its answer step-by-step
â Helps with complex reasoning tasks
ðð. ððŒð»ðð²ð ð ðªð¶ð»ð±ðŒð
â The amount of info AI can see at once
â Larger windows help with longer documents or conversations
ðð®. ð§ð²ðºðœð²ð¿ð®ððð¿ð²
â Controls how creative or predictable AI is
â Lower values = more accurate; higher values = more creative
ðªðµð®ðâð ððŒðºð¶ð»ðŽ ð¡ð²ð ð?
â Multimodal AI (text, images, audio together)
â Smaller, faster models
â Safer, ethical AI (Constitutional AI)
â Agentic AI (autonomous, task-completing agents)
Knowing the terms is just step one â what really matters is how you ð¶ðŽðŠ them to build better solutions.
| 51 comments on LinkedIn
What Does AI-Native Mean? How "AI-First" Apps Change HR.
This week I discuss this massive shift toward âAI-Nativeâ applications and systems which are radically different from traditional HR Tech, with a particular ...
ð¢ðœð²ð»ðð ð·ððð ðœðð¯ð¹ð¶ððµð²ð± ððµð²ð¶ð¿ ðŒð³ð³ð¶ð°ð¶ð®ð¹ ðð£ð§-4.1 ðœð¿ðŒðºðœðð¶ð»ðŽ ðŽðð¶ð±ð²! It provides a detailed guide on how to steer GPT-4.1 with precision, including examples, tips, and advanced techniques.
You can access the full version for free below. â¬ïž
ðð» ðððºðºð®ð¿ð, ðµð²ð¿ð² ð®ð¿ð² ððµð² ðžð²ð ð²ð¹ð²ðºð²ð»ðð:
â Be Clear with Your Instructions: GPT-4.1 is really good at following directions, but only if you're specific. The more clear and direct your prompt, the better the response.
â Break Down Complex Tasks: If you're working on something complicated, ask GPT-4.1 to âthink step by step.â It helps the model give more accurate and thoughtful answers.
â Use Structure: If you need to share a lot of info, use clear structureâlike markdown or bullet points. This helps GPT-4.1 understand and organize the info better.
â Format Your Prompts with Clear Sections: Structure your prompts for easier comprehension:
  - Role and Objective
  - Instructions (with subcategories)
  - Reasoning Steps
  - Output Format
  - Examples
  - Final instructions
â Put Important Instructions at the Start and End: For longer prompts, put your key instructions both at the beginning and the end. This helps the model stay on track.
â Guide It with Reminders: If you're designing a workflow or solving a problem, include reminders like âkeep going until itâs fully resolvedâ or âplan carefully before acting.â This keeps the model focused.
â Use the Token Window Wisely: GPT-4.1 can handle a huge amount of text, but too much at once can slow it down. Be strategic about how much context you provide.
â Balance Internal and External Knowledge: For factual questions, tell GPT-4.1 to either âonly use the provided contextâ or to mix that context with general knowledge. This helps you get the most accurate results.
ðð» ððµðŒð¿ð: ð§ðµð² ðžð²ð ððŒ ððð¶ð»ðŽ ðð£ð§-4.1 ð²ð³ð³ð²ð°ðð¶ðð²ð¹ð ð¶ð ð°ð¹ð²ð®ð¿, ððð¿ðð°ððð¿ð²ð± ðœð¿ðŒðºðœðð ððµð®ð ðŽðð¶ð±ð² ð¶ð ððŒðð®ð¿ð± ððµð² ð¿ð¶ðŽðµð ð®ð»ððð²ð¿. ððâð ð®ð¹ð¹ ð®ð¯ðŒðð ð®ððžð¶ð»ðŽ ððµð² ð¿ð¶ðŽðµð ðŸðð²ððð¶ðŒð»ð ð¶ð» ððµð² ð¿ð¶ðŽðµð ðð®ð!
Access it here or download it below: https://lnkd.in/dCm6DeFW | 59 comments on LinkedIn