Open New Learning Lab Resources

Open New Learning Lab Resources

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With more than 260,000 registrations, Google actually broke the Guinness World Records 🏆 title for largest attendance at a virtual AI conference in one week.
With more than 260,000 registrations, Google actually broke the Guinness World Records 🏆 title for largest attendance at a virtual AI conference in one week.
(I didn't even know that was a thing! 🙃 ) Not able to make attend? Here is everything that was covered from theory to application is now available for free... ➡ Day 1: Foundational Models & Prompt Engineering https://lnkd.in/d-_w3gXj ➡ Day 2: Embeddings & Vector Stores / Databases https://lnkd.in/dkmfDUcp ➡ Day 3: Generative AI Agents https://lnkd.in/dd3Zd2-F ➡ Day 4: Domain-Specific LLMs https://lnkd.in/d6Z39yqt ➡ 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! 😊 #google #lifeatgoogle #training #ai #education | 21 comments on LinkedIn
·linkedin.com·
With more than 260,000 registrations, Google actually broke the Guinness World Records 🏆 title for largest attendance at a virtual AI conference in one week.
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:
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: ( ⬇ From the article by the great Steve Rosenbush ⬇ ) 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 user’s life, just like a person would. “Once an AI knows you and remembers your history, it stops feeling like a tool and starts to feel like a companion,” says Conor Grennan, chief AI architect at New York University Stern School of Business. “It starts to blur the line between an AI brand ambassador and just a friend who shares your taste.”" ⬆ End of quote ⬆ . 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 doesn’t feel like marketing—it feels like service. What’s new is the compounding effect: every helpful, context-aware response deposits a little ‘trust capital’ 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 culture—not just add tools—AI 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
“Once an AI knows you and remembers your history, it stops feeling like a tool and starts to feel like a companion,” says Conor Grennan, chief AI architect at New York University Stern School of Business. “It starts to blur the line between an AI brand ambassador and just a friend who shares your taste.”"
·linkedin.com·
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:
𝗥𝗲𝘁𝘂𝗿𝗻 𝗌𝗻 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗎𝗲𝗻𝗰𝗲: 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝘁𝗶𝗌𝗻𝗲𝗻 𝗶𝗻 𝗎𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗞𝗜 𝗿𝗲𝗰𝗵𝗻𝗲𝗻 𝘀𝗶𝗰𝗵 𝗺𝗲𝗶𝘀𝘁. 𝗩𝗶𝗲𝗹𝗲𝘀 𝗵𝗮̈𝗻𝗎𝘁 𝘃𝗌𝗻 𝗱𝗲𝗿 𝗞𝗜-𝗘𝗿𝗳𝗮𝗵𝗿𝘂𝗻𝗎 𝗱𝗲𝗿 𝗙𝘂̈𝗵𝗿𝘂𝗻𝗎𝘀𝗞𝗿𝗮̈𝗳𝘁𝗲 𝗮𝗯
𝗥𝗲𝘁𝘂𝗿𝗻 𝗌𝗻 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗎𝗲𝗻𝗰𝗲: 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝘁𝗶𝗌𝗻𝗲𝗻 𝗶𝗻 𝗎𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗞𝗜 𝗿𝗲𝗰𝗵𝗻𝗲𝗻 𝘀𝗶𝗰𝗵 𝗺𝗲𝗶𝘀𝘁. 𝗩𝗶𝗲𝗹𝗲𝘀 𝗵𝗮̈𝗻𝗎𝘁 𝘃𝗌𝗻 𝗱𝗲𝗿 𝗞𝗜-𝗘𝗿𝗳𝗮𝗵𝗿𝘂𝗻𝗎 𝗱𝗲𝗿 𝗙𝘂̈𝗵𝗿𝘂𝗻𝗎𝘀𝗞𝗿𝗮̈𝗳𝘁𝗲 𝗮𝗯
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 – ein realer betriebswirtschaftlicher Vorteil, schreibt Peter Buxmann in seinem Gastbeitrag fÃŒr F.A.Z. PRO Digitalwirtschaft. 𝗪𝗲𝗶𝘁𝗲𝗿𝗹𝗲𝘀𝗲𝗻: ▶ https://lnkd.in/e3faARTd Der Text stammt aus unserem Digitalwirtschaft-Newsletter zur digitalen Ökonomie. 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 𝗞𝗌𝘀𝘁𝗲𝗻𝗹𝗌𝘀 testen. ▶ https://lnkd.in/eY_4zwbr Frankfurter Allgemeine Zeitung | 13 Kommentare auf LinkedIn
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𝗥𝗲𝘁𝘂𝗿𝗻 𝗌𝗻 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗎𝗲𝗻𝗰𝗲: 𝗜𝗻𝘃𝗲𝘀𝘁𝗶𝘁𝗶𝗌𝗻𝗲𝗻 𝗶𝗻 𝗎𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗞𝗜 𝗿𝗲𝗰𝗵𝗻𝗲𝗻 𝘀𝗶𝗰𝗵 𝗺𝗲𝗶𝘀𝘁. 𝗩𝗶𝗲𝗹𝗲𝘀 𝗵𝗮̈𝗻𝗎𝘁 𝘃𝗌𝗻 𝗱𝗲𝗿 𝗞𝗜-𝗘𝗿𝗳𝗮𝗵𝗿𝘂𝗻𝗎 𝗱𝗲𝗿 𝗙𝘂̈𝗵𝗿𝘂𝗻𝗎𝘀𝗞𝗿𝗮̈𝗳𝘁𝗲 𝗮𝗯
“𝗔𝗜 𝗶𝘀 𝗰𝗌𝗺𝗶𝗻𝗎 𝗳𝗌𝗿 𝘆𝗌𝘂𝗿 𝗷𝗌𝗯. 𝗛𝗲𝗰𝗞, 𝗶𝘁’s coming for mine too
“𝗔𝗜 𝗶𝘀 𝗰𝗌𝗺𝗶𝗻𝗎 𝗳𝗌𝗿 𝘆𝗌𝘂𝗿 𝗷𝗌𝗯. 𝗛𝗲𝗰𝗞, 𝗶𝘁’s coming for mine too
“𝗔𝗜 𝗶𝘀 𝗰𝗌𝗺𝗶𝗻𝗎 𝗳𝗌𝗿 𝘆𝗌𝘂𝗿 𝗷𝗌𝗯. 𝗛𝗲𝗰𝗞, 𝗶𝘁’𝘀 𝗰𝗌𝗺𝗶𝗻𝗎 𝗳𝗌𝗿 𝗺𝗶𝗻𝗲 𝘁𝗌𝗌!" That’s not clickbait. That’s the CEO of Fiverr (Micha Kaufman) in his latest e-mail every employee received yesterday! And he’s 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 didn’t just warn their teams — they gave them a blueprint to survive. 𝗧𝗵𝗲 𝗳𝗌𝗹𝗹𝗌𝘄𝗶𝗻𝗎 𝗮𝗿𝗲 𝘁𝗵𝗲 7 𝗔𝗜 𝗊𝘂𝗿𝘃𝗶𝘃𝗮𝗹 𝗧𝗶𝗜𝘀 𝗵𝗲 𝗿𝗲𝗰𝗌𝗺𝗺𝗲𝗻𝗱𝘀 𝗳𝗌𝗿 𝗻𝗮𝘃𝗶𝗎𝗮𝘁𝗶𝗻𝗎 𝘁𝗵𝗲𝘀𝗲 𝗰𝗵𝗮𝗻𝗎𝗲𝘀: ⬇ 1. 𝗘𝘅𝗜𝗲𝗿𝗶𝗺𝗲𝗻𝘁, 𝗘𝘅𝗜𝗲𝗿𝗶𝗺𝗲𝗻𝘁, 𝗘𝘅𝗜𝗲𝗿𝗶𝗺𝗲𝗻𝘁. ➜ Test every AI tool you can get your hands on. See which ones make you 10x faster. If you’re in coding? Use Cursor. Law? Lexis+. Learn what makes you dangerous. 2. 𝗙𝗶𝗻𝗱 𝘀𝗺𝗮𝗿𝘁 𝗜𝗲𝗌𝗜𝗹𝗲 𝗮𝗻𝗱 𝘀𝘁𝗶𝗰𝗞 𝗰𝗹𝗌𝘀𝗲. ➜ Surround yourself with folks who already get AI. Ask questions. Watch what tools they use. Shortcut your learning curve. 3. 𝗚𝘀𝗲 𝘆𝗌𝘂𝗿 𝘁𝗶𝗺𝗲 𝗹𝗶𝗞𝗲 𝗶𝘁’𝘀 𝗲𝘅𝗜𝗲𝗻𝘀𝗶𝘃𝗲. ➜ 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. 𝗠𝗮𝘀𝘁𝗲𝗿 𝗜𝗿𝗌𝗺𝗜𝘁𝗶𝗻𝗎. ➜ Google is basic now. LLM'S are the new baseline. The better your prompts, the more powerful you become. Learn it like it’s your second language. 5. 𝗛𝗲𝗹𝗜 𝘆𝗌𝘂𝗿 𝗰𝗌𝗺𝗜𝗮𝗻𝘆 𝗱𝗌 𝗺𝗌𝗿𝗲 𝘄𝗶𝘁𝗵 𝗹𝗲𝘀𝘀. ➜ Don’t just do your job — rethink how the whole org works. Automate stuff. Suggest improvements. Be the person who makes things smoother and smarter. 6. 𝗧𝗵𝗶𝗻𝗞 𝗹𝗶𝗞𝗲 𝗮𝗻 𝗌𝘄𝗻𝗲𝗿. Know what the company’s really trying to achieve. Don’t wait to be asked. Show up with ideas. Pitch improvements. You don’t need a permission slip to contribute. 7. 𝗠𝗮𝗞𝗲 𝘆𝗌𝘂𝗿 𝗌𝘄𝗻 𝗌𝗜𝗜𝗌𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀. 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. 𝗜 𝗯𝗲𝗹𝗶𝗲𝘃𝗲 𝘁𝗵𝗲𝗿𝗲'𝘀 𝘀𝗌𝗺𝗲 𝘁𝗿𝘂𝘁𝗵 𝘁𝗌 𝘁𝗵𝗶𝘀. 𝗕𝘂𝘁 𝘄𝗲 𝗌𝗳𝘁𝗲𝗻 𝘁𝗲𝗻𝗱 𝘁𝗌 𝗲𝗶𝘁𝗵𝗲𝗿 𝗌𝘃𝗲𝗿𝗲𝘀𝘁𝗶𝗺𝗮𝘁𝗲 𝗌𝗿 𝘂𝗻𝗱𝗲𝗿𝗲𝘀𝘁𝗶𝗺𝗮𝘁𝗲 𝘁𝗲𝗰𝗵𝗻𝗌𝗹𝗌𝗎𝘆. 𝗧𝗵𝗮𝘁 𝘀𝗮𝗶𝗱, 𝘁𝗵𝗲 𝗺𝗲𝘀𝘀𝗮𝗎𝗲 𝗿𝗲𝗺𝗮𝗶𝗻𝘀 𝘁𝗵𝗲 𝘀𝗮𝗺𝗲: 𝗔𝗜 𝗶𝘀𝗻’𝘁 𝗰𝗌𝗺𝗶𝗻𝗎 — 𝗶𝘁’𝘀 𝗮𝗹𝗿𝗲𝗮𝗱𝘆 𝗵𝗲𝗿𝗲. 𝗕𝗲𝗰𝗌𝗺𝗶𝗻𝗎 𝗮𝗻 𝗔𝗜-𝗳𝗶𝗿𝘀𝘁 𝗰𝗌𝗺𝗜𝗮𝗻𝘆 𝗶𝘀 𝗿𝗮𝗜𝗶𝗱𝗹𝘆 𝗯𝗲𝗰𝗌𝗺𝗶𝗻𝗎 𝘁𝗵𝗲 𝗻𝗲𝘄 𝗻𝗌𝗿𝗺𝗮𝗹. 𝗊𝘁𝗶𝗹𝗹, 𝘁𝗵𝗲 𝘁𝗶𝗜𝘀 𝗮𝗯𝗌𝘃𝗲 𝗮𝗿𝗲 𝘃𝗮𝗹𝘂𝗮𝗯𝗹𝗲. 𝗟𝗲𝘁’𝘀 𝗯𝗲 𝗵𝗌𝗻𝗲𝘀𝘁: 𝗚𝗜𝘀𝗞𝗶𝗹𝗹𝗶𝗻𝗎 𝗶𝘀 𝗻𝗌 𝗹𝗌𝗻𝗎𝗲𝗿 𝗮 𝗜𝗲𝗿𝗞. 𝗬𝗌𝘂’𝗿𝗲 𝗲𝗶𝘁𝗵𝗲𝗿 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗎 𝘁𝗵𝗲 𝗳𝘂𝘁𝘂𝗿𝗲 — 𝗌𝗿 𝘄𝗮𝘁𝗰𝗵𝗶𝗻𝗎 𝗶𝘁 𝗜𝗮𝘀𝘀 𝘆𝗌𝘂 𝗯𝘆. You can read the full e-mail attached! ⬇ | 152 comments on LinkedIn
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“𝗔𝗜 𝗶𝘀 𝗰𝗌𝗺𝗶𝗻𝗎 𝗳𝗌𝗿 𝘆𝗌𝘂𝗿 𝗷𝗌𝗯. 𝗛𝗲𝗰𝗞, 𝗶𝘁’s coming for mine too
*NEW PAPER*: GenAI investments will only pay off if employees adopt the

*NEW PAPER*: GenAI investments will only pay off if employees adopt the

*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
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*NEW PAPER*: GenAI investments will only pay off if employees adopt the

How long will the traditional course survive in the workplace? I give it 2-5 years. Let me explain.
How long will the traditional course survive in the workplace? I give it 2-5 years. Let me explain.
When I say a ‘traditional course’, 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, it’s 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. It’s 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 – probably initially in their private lives, as consumers – they will start to ask why their employers aren’t 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? I’d love to hear your thoughts. | 77 comments on LinkedIn
·linkedin.com·
How long will the traditional course survive in the workplace? I give it 2-5 years. Let me explain.
AI vs. human coaches: Examining the working alliance | Amber Barger, EdD, MCC | 31 comments
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
·linkedin.com·
AI vs. human coaches: Examining the working alliance | Amber Barger, EdD, MCC | 31 comments
Something Alarming Is Happening To The Job Market: AI Is replacing jobs faster than we thought.... and
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 “Law 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 aren’t directly substituting AI for human workers, spending on AI infrastructure is crowding out spending on new hires.” | 172 comments on LinkedIn
·linkedin.com·
Something Alarming Is Happening To The Job Market: AI Is replacing jobs faster than we thought.... and
𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗹𝗮𝘂𝗻𝗰𝗵𝗲𝗱 𝘀𝗌𝗺𝗲𝘁𝗵𝗶𝗻𝗎 𝗕𝗜𝗚 — 𝗮𝗻𝗱 
𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗹𝗮𝘂𝗻𝗰𝗵𝗲𝗱 𝘀𝗌𝗺𝗲𝘁𝗵𝗶𝗻𝗎 𝗕𝗜𝗚 — 𝗮𝗻𝗱 
𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗹𝗮𝘂𝗻𝗰𝗵𝗲𝗱 𝘀𝗌𝗺𝗲𝘁𝗵𝗶𝗻𝗎 𝗕𝗜𝗚 — 𝗮𝗻𝗱 𝗯𝗮𝗿𝗲𝗹𝘆 𝗮𝗻𝘆𝗌𝗻𝗲 𝗶𝘀 𝘁𝗮𝗹𝗞𝗶𝗻𝗎 𝗮𝗯𝗌𝘂𝘁 𝗶𝘁! Yesterday, I spent a few hours diving into the newly launched "𝗢𝗜𝗲𝗻𝗔𝗜 𝗔𝗰𝗮𝗱𝗲𝗺𝘆". 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 — there’s definitely something here for you. And it’s all 100% FREE and beginner-friendly tracks (no code needed). Here is some stuff to have an eye on: 𝗚𝗜𝗰𝗌𝗺𝗶𝗻𝗎 𝗪𝗲𝗯𝗶𝗻𝗮𝗿𝘀: – Introduction to ChatGPT: https://lnkd.in/e4dgUbWj – AI in Action: Uses for Work, Learning & Life: https://lnkd.in/efXpXY_9 𝗔𝗿𝗰𝗵𝗶𝘃𝗲𝗱 𝗪𝗲𝗯𝗶𝗻𝗮𝗿𝘀: – ChatGPT 101: A Guide to Your Super Assistant: https://lnkd.in/e6RJMcEC – ChatGPT 102: Using AI to Do Your Best Work: https://lnkd.in/eF4iQfFz – Advanced Prompt Engineering: https://lnkd.in/eb9JGYkY 𝗖𝗵𝗮𝘁𝗚𝗣𝗧 𝗮𝘁 𝗪𝗌𝗿𝗞 𝗖𝗌𝗹𝗹𝗲𝗰𝘁𝗶𝗌𝗻: – ChatGPT Search: https://lnkd.in/e8fRSkPT – ChatGPT for Data Analysis: https://lnkd.in/ezssYnGk – Introduction to GPTs: https://lnkd.in/eiUCDF9u 𝗖𝗵𝗮𝘁𝗚𝗣𝗧 𝗌𝗻 𝗖𝗮𝗺𝗜𝘂𝘀 𝗖𝗌𝗹𝗹𝗲𝗰𝘁𝗶𝗌𝗻: – AI for Academic Success: https://lnkd.in/e9hPwRsF – AI for Career Prep: Resumes & Interviews: https://lnkd.in/ezK62jzQ 𝗗𝗲𝘃𝗲𝗹𝗌𝗜𝗲𝗿 𝗕𝘂𝗶𝗹𝗱 𝗛𝗌𝘂𝗿𝘀 𝗖𝗌𝗹𝗹𝗲𝗰𝘁𝗶𝗌𝗻: – Fine-Tuning: https://lnkd.in/e2iqWD7J – 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
·linkedin.com·
𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗹𝗮𝘂𝗻𝗰𝗵𝗲𝗱 𝘀𝗌𝗺𝗲𝘁𝗵𝗶𝗻𝗎 𝗕𝗜𝗚 — 𝗮𝗻𝗱 
NotebookLM Podcast jetzt in ÃŒber 50 Sprachen
NotebookLM Podcast jetzt in ÃŒber 50 Sprachen
VernÃŒnftige deutsche Version ist auch mit dabei 😁 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 vernÃŒnftiger 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. 👏🏻 🔵 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 UnterstÃŒtzung von anderen Sprachen klingt das Ganze schon wesentlich besser. 🔎 Wie findest du die deutsche Version? ------------------------------------------ 👉🏻 Mein KI-Newsletter: https://lnkd.in/gy42ujUE ------------------------------------------ #ki #ai #notebooklm #genai
·linkedin.com·
NotebookLM Podcast jetzt in ÃŒber 50 Sprachen
Duolingo becoming an AI-FIRST COMPANY - nach dem viralen Post von Shopify ÃŒber

Duolingo becoming an AI-FIRST COMPANY - nach dem viralen Post von Shopify ÃŒber

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 “focus on creative work and real problems, not repetitive tasks.” 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 – 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 Änderungen 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 – 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 – sie sind diejenigen, die den Wandel willkommen heißen, bevor er zur Notwendigkeit wird. Ein paar wichtigen Stellen des offiziellen Announcements hier: "AI is already changing how work gets done. It’s not a question of if or when. It’s happening now. When there’s a shift this big, the worst thing you can do is wait. ... this time the platform shift is AI. AI isn’t 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 won’t get us there. In many cases, we’ll need to start from scratch. We’re not going to rebuild everything overnight, and some things-like getting AI to understand our codebase-will take time. However, we can’t wait until the technology is 100% perfect. We’d 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 isn’t about replacing Duos with AI. It’s 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. We’re going to support you with more training, mentorship, and tooling for AI in your function. Change can be scary, but I’m confident this will be a great step for Duolingo. It will help us better deliver on our mission — and for Duos, it means staying ahead of the curve in using this technology to get things done."
·linkedin.com·
Duolingo becoming an AI-FIRST COMPANY - nach dem viralen Post von Shopify ÃŒber

I’m sorry but
 the learning styles myth needs to die already.
I’m 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. You’re a brain — and brains don’t work like that. There’s zero scientific evidence that teaching people in their so-called “preferred learning style” 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. Don’t get me wrong — personalized learning is still awesome. But that just means adjusting the difficulty, pacing, or topic sequence to how well you know something — not whether you "like" podcasts better than diagrams. What most people call “learning styles” are really just learning preferences. Sure, someone might like to watch a video instead of doing flashcards — but that doesn’t mean it’s the better learning experience. In fact, the easier or more “comfortable” 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 let’s keep pushing for personalized learning that works — based on science, not zodiac signs. #LearningScience #EdTech #CognitivePsychology #Brainscape | 110 comments on LinkedIn
·linkedin.com·
I’m sorry but
 the learning styles myth needs to die already.
Announcing People Skills general availability and new Skills agent
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, we’re 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 – 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 individuals’ 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 colleague’s 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.    People Skills for leaders and organizations  To empower business leaders and analysts with detailed skills-based organizational insights, we’re introducing the new Skills landscape report in Copilot Analytics. This report can be filtered by organizational data - such as HR attributes – 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 – including subskills and adjacent skills – 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 company’s 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 – and if desired – 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 – 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 – 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 – 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 colleagues’ 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:  “We’ve 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 journey”.    - Sharon Doherty, Chief People & Places Officer, Lloyds Banking Group    "The future of work is increasingly about sk...
·techcommunity.microsoft.com·
Announcing People Skills general availability and new Skills agent
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.
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.
🔮 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 – 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
·linkedin.com·
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.
🀖 Interesting insights from Anthropicnes recent study on how university students are leveraging AI! 📈
🀖 Interesting insights from Anthropicnes recent study on how university students are leveraging AI! 📈
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
·linkedin.com·
🀖 Interesting insights from Anthropicnes recent study on how university students are leveraging AI! 📈
𝗧𝗌𝗜 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 𝗧𝗲𝗿𝗺𝘀 𝗬𝗌𝘂 𝗊𝗵𝗌𝘂𝗹𝗱 𝗞𝗻𝗌𝘄
𝗧𝗌𝗜 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 𝗧𝗲𝗿𝗺𝘀 𝗬𝗌𝘂 𝗊𝗵𝗌𝘂𝗹𝗱 𝗞𝗻𝗌𝘄
𝗧𝗌𝗜 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 𝗧𝗲𝗿𝗺𝘀 𝗬𝗌𝘂 𝗊𝗵𝗌𝘂𝗹𝗱 𝗞𝗻𝗌𝘄 — 𝗘𝘅𝗜𝗹𝗮𝗶𝗻𝗲𝗱 𝗊𝗶𝗺𝗜𝗹𝘆 𝟭. 𝗟𝗟𝗠 (𝗟𝗮𝗿𝗎𝗲 𝗟𝗮𝗻𝗎𝘂𝗮𝗎𝗲 𝗠𝗌𝗱𝗲𝗹) → Helps computers understand and write human-like text → Examples: GPT-4, Claude, Gemini → Used in: Chatbots, coding tools, content generation 𝟮. 𝗧𝗿𝗮𝗻𝘀𝗳𝗌𝗿𝗺𝗲𝗿𝘀 → The tech behind all modern AI models → Let models understand meaning, context, and order of words → Examples: BERT, GPT 𝟯. 𝗣𝗿𝗌𝗺𝗜𝘁 𝗘𝗻𝗎𝗶𝗻𝗲𝗲𝗿𝗶𝗻𝗎 → Writing better instructions to get better AI answers → Includes system prompts, step-by-step prompts, and safety rules 𝟰. 𝗙𝗶𝗻𝗲-𝗧𝘂𝗻𝗶𝗻𝗎 → Training an AI model on your data → Helps tailor it for specific tasks like legal, medical, or financial use cases 𝟱. 𝗘𝗺𝗯𝗲𝗱𝗱𝗶𝗻𝗎𝘀 → A way for AI to understand meaning and relationships between words or documents → Used in search engines and recommendation systems 𝟲. 𝗥𝗔𝗚 (𝗥𝗲𝘁𝗿𝗶𝗲𝘃𝗮𝗹-𝗔𝘂𝗎𝗺𝗲𝗻𝘁𝗲𝗱 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗌𝗻) → Combines AI with a database or document store → Helps AI give more accurate, fact-based answers 𝟳. 𝗧𝗌𝗞𝗲𝗻𝘀 → The chunks of text AI reads and writes → Managing them controls cost and performance 𝟎. 𝗛𝗮𝗹𝗹𝘂𝗰𝗶𝗻𝗮𝘁𝗶𝗌𝗻 → When AI gives wrong or made-up answers → Can be fixed with fact-checking and better prompts 𝟵. 𝗭𝗲𝗿𝗌-𝗊𝗵𝗌𝘁 𝗟𝗲𝗮𝗿𝗻𝗶𝗻𝗎 → When AI can perform a task without being trained on it → Saves time on training 𝟭𝟬. 𝗖𝗵𝗮𝗶𝗻-𝗌𝗳-𝗧𝗵𝗌𝘂𝗎𝗵𝘁 → AI explains its answer step-by-step → Helps with complex reasoning tasks 𝟭𝟭. 𝗖𝗌𝗻𝘁𝗲𝘅𝘁 𝗪𝗶𝗻𝗱𝗌𝘄 → The amount of info AI can see at once → Larger windows help with longer documents or conversations 𝟭𝟮. 𝗧𝗲𝗺𝗜𝗲𝗿𝗮𝘁𝘂𝗿𝗲 → Controls how creative or predictable AI is → Lower values = more accurate; higher values = more creative 𝗪𝗵𝗮𝘁’𝘀 𝗖𝗌𝗺𝗶𝗻𝗎 𝗡𝗲𝘅𝘁? → Multimodal AI (text, images, audio together) → Smaller, faster models → Safer, ethical AI (Constitutional AI) → Agentic AI (autonomous, task-completing agents) Knowing the terms is just step one — what really matters is how you 𝘶𝘎𝘊 them to build better solutions. | 51 comments on LinkedIn
·linkedin.com·
𝗧𝗌𝗜 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝘃𝗲 𝗔𝗜 𝗧𝗲𝗿𝗺𝘀 𝗬𝗌𝘂 𝗊𝗵𝗌𝘂𝗹𝗱 𝗞𝗻𝗌𝘄
𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗜𝘂𝗯𝗹𝗶𝘀𝗵𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗌𝗳𝗳𝗶𝗰𝗶𝗮𝗹 𝗚𝗣𝗧-4.1 𝗜𝗿𝗌𝗺𝗜𝘁𝗶𝗻𝗎 𝗎𝘂𝗶𝗱𝗲! It provides a detailed guide on how to steer GPT-4.1 with precision, including examples, tips, and advanced techniques.
𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗜𝘂𝗯𝗹𝗶𝘀𝗵𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗌𝗳𝗳𝗶𝗰𝗶𝗮𝗹 𝗚𝗣𝗧-4.1 𝗜𝗿𝗌𝗺𝗜𝘁𝗶𝗻𝗎 𝗎𝘂𝗶𝗱𝗲! 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. ⬇ 𝗜𝗻 𝘀𝘂𝗺𝗺𝗮𝗿𝘆, 𝗵𝗲𝗿𝗲 𝗮𝗿𝗲 𝘁𝗵𝗲 𝗞𝗲𝘆 𝗲𝗹𝗲𝗺𝗲𝗻𝘁𝘀: ➜ 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. ➜ Break Down Complex Tasks: If you're working on something complicated, ask GPT-4.1 to “think step by step.” It helps the model give more accurate and thoughtful answers. ➜ Use Structure: If you need to share a lot of info, use clear structure—like markdown or bullet points. This helps GPT-4.1 understand and organize the info better. ➜ 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 ➜ 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. ➜ Guide It with Reminders: If you're designing a workflow or solving a problem, include reminders like “keep going until it’s fully resolved” or “plan carefully before acting.” This keeps the model focused. ➜ 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. ➜ Balance Internal and External Knowledge: For factual questions, tell GPT-4.1 to either “only use the provided context” or to mix that context with general knowledge. This helps you get the most accurate results. 𝗜𝗻 𝘀𝗵𝗌𝗿𝘁: 𝗧𝗵𝗲 𝗞𝗲𝘆 𝘁𝗌 𝘂𝘀𝗶𝗻𝗎 𝗚𝗣𝗧-4.1 𝗲𝗳𝗳𝗲𝗰𝘁𝗶𝘃𝗲𝗹𝘆 𝗶𝘀 𝗰𝗹𝗲𝗮𝗿, 𝘀𝘁𝗿𝘂𝗰𝘁𝘂𝗿𝗲𝗱 𝗜𝗿𝗌𝗺𝗜𝘁𝘀 𝘁𝗵𝗮𝘁 𝗎𝘂𝗶𝗱𝗲 𝗶𝘁 𝘁𝗌𝘄𝗮𝗿𝗱 𝘁𝗵𝗲 𝗿𝗶𝗎𝗵𝘁 𝗮𝗻𝘀𝘄𝗲𝗿. 𝗜𝘁’𝘀 𝗮𝗹𝗹 𝗮𝗯𝗌𝘂𝘁 𝗮𝘀𝗞𝗶𝗻𝗎 𝘁𝗵𝗲 𝗿𝗶𝗎𝗵𝘁 𝗟𝘂𝗲𝘀𝘁𝗶𝗌𝗻𝘀 𝗶𝗻 𝘁𝗵𝗲 𝗿𝗶𝗎𝗵𝘁 𝘄𝗮𝘆! Access it here or download it below: https://lnkd.in/dCm6DeFW | 59 comments on LinkedIn
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𝗢𝗜𝗲𝗻𝗔𝗜 𝗷𝘂𝘀𝘁 𝗜𝘂𝗯𝗹𝗶𝘀𝗵𝗲𝗱 𝘁𝗵𝗲𝗶𝗿 𝗌𝗳𝗳𝗶𝗰𝗶𝗮𝗹 𝗚𝗣𝗧-4.1 𝗜𝗿𝗌𝗺𝗜𝘁𝗶𝗻𝗎 𝗎𝘂𝗶𝗱𝗲! It provides a detailed guide on how to steer GPT-4.1 with precision, including examples, tips, and advanced techniques.