How ChatGPT can enhance your leadership skills

My latest leadership breakthrough didn't come from a textbook—it came from ChatGPT. This is the key to effective leadership and improving team productivity. The way you give direction to an AI is the same way you guide your team. Ambiguous goals lead to poor outcomes, for both. I've learned to optimize my prompts for better results and a more productive workflow. This is a great cheat sheet from Max Rascher (sharing it below!) that got me thinking about how the questions we ask shape the results we get. Here are 3 concrete strategies you can use now to boost your team's productivity and get sharper results from your AI tools: ✨ Be Specific. Don't just say "Write a policy." Give details: "Draft a remote work policy with 3 sections: eligibility, communication, and compliance." The more detail, the better the result. ✨ Set the Tone. Need formal, persuasive, or humorous? Say so. This simple tip can turn a basic response into a powerful communication tool for your team. ✨ Teach First, Then Ask. Instead of just asking for a result, first ask the AI to "explain the core principles of [your topic]." This is a powerful leadership skill—ensure your team understands the fundamentals before assigning a complex task. Takeaway: Intentional communication is the single biggest factor in improving team performance and getting better outcomes. Try one of these tips today and see how it transforms your work. What's the best thing ChatGPT has created for you after a well-crafted prompt? Share below! 👇

All middle managers are one ChatGPT prompt away from irrelevance. Why? Because their real job isn’t strategy. It’s reporting. Tracking. Passing updates. AI does that faster. Cheaper. Better. If that’s your value, you’re done. But here’s how to stay indispensable: 1) Coach, don’t just coordinate. Grow people, not spreadsheets 2) Decide, don’t just report. Make calls when data conflicts 3) Shape culture, don’t just enforce process. Trust beats tools. AI won’t replace leaders. It will expose who the real leaders are.

“Should I let my team use AI?” It’s the #1 question being asked this year in coaching conversations, communication workshops, and leadership circles. The short answer? Yes, but with care.   AI tools like ChatGPT, Copilot, and Gemini can boost productivity, especially in workplace communication. From grammar checks to brainstorming to summarizing emails, they can help us work smarter. But there are also real risks.   Poorly used AI can lead to: ⛓️💥 Broken trust from tone-deaf AI-written messages 🤔 Misinformation presented as fact 🫵 A loss of credibility if we stop sounding like ourselves   In our latest blog written by Michelle Rakshys, we outline the do's and don’ts of using large language models at work to communicate. These will help ensure you’re enhancing your communication, not just outsourcing it. https://lnkd.in/ecpCb53c

Why ChatGPT Is ‘Better’ Than Your Boss or Peers? People feel consistently recognized! Merit & competence definitely earns loyalty.   However, recognition is more powerful than competence alone.   Here’s why this matters more than ever:   1.      Recognition boosts engagement and retention. Employees who receive regular, meaningful recognition are more engaged, productive, and loyal.   Gallup reports that employees who feel recognized are 45% less likely to leave over a two-year span, and organizations with recognition programs have 31% lower turnover rates and 14% higher productivity.   2.     Recognition is a core human need. Not just nice to have.   Herzberg’s Two-Factor Theory highlights recognition as a true motivator, essential to job satisfaction. Praise helps people feel seen, and when that's missing, disengagement is almost inevitable.   3. ChatGPT checks this box. AI consistently offers recognition: - "Great question!" - “Good realization”, "That makes a lot of sense." - "Yes, you’re on the right track." Real? Not at all. But it's consistent and somehow meeting the core human need.   Many leaders, unfortunately, give recognition erratically or not enough at all.   When leaders work with me, they don’t just sharpen their skills, they strengthen the emotional architecture of their teams. They learn to see beyond tasks and performance, to how connected and valued their people truly feel. Because without recognition, even the most brilliant teams eventually drift.   Here’s a leadership challenge to try today: - Tell someone (team, peer, boss) exactly what they’re doing well right now, and why it matters.   Small thing. Big impact.   Need help creating a recognition-rich culture that actually sticks? Happy to have that conversation with you. Lindsay Kassem Executive Health & Mindset Coach | High-achiever Support Specialist

🌟 How to Be an Authentic Leader in the Age of AI 🌟 AI is accelerating change across industries, but leaders face a new challenge: how to maintain authenticity while adopting AI. This article highlights strategies for you to remain transparent, empathetic, and accountable in an AI-driven workplace. 📘 Read the article for insights into balancing human qualities with technology-driven decision-making. Then connect with Global Data Partners to discuss how your business can strengthen leadership in the AI era. At Global Data Partners, we specialize in helping organizations navigate the complexities of AI transformation while maintaining ethical standards and a focus on positive impact. From AI ethics policies to strategic advisory sessions, we provide the expertise and support you need to lead authentically in the age of AI. 🔗 https://lnkd.in/e2u_CYmJ #Leadership #AI #Authenticity #GlobalDataPartners #AILeadership #EthicalAI #Transparency

The question isn’t whether AI will reshape your job—it already has. The real question: Will you lead that transformation or watch from the sidelines? In my latest for Chief Learning Officer, I share what I’m seeing across teams that win with AI: They treat AI as a thinking partner, not a threat. They master the 5 capabilities that now separate top performers: AI fluency, prompt mastery, critical evaluation, ethical navigation, and a continuous learning mindset. They design work so humans + AI each do what they do best. I’d love your take: Where has human–AI collaboration created real value for you this year? Full read 👉 https://lnkd.in/gvQfeugx #HumanAICollaboration #LearningAndDevelopment #Promotion #FutureOfWork

Based on discussions over the last few weeks, I'm sharing some thoughts on how to collaborate with AI, rather than just directing it to complete your tasks. #ai #aiprocess #stopcollaborateandlisten

𝐀𝐈 𝐜𝐚𝐧 𝐦𝐞𝐚𝐬𝐮𝐫𝐞 𝐞𝐦𝐨𝐭𝐢𝐨𝐧𝐬. 𝐁𝐮𝐭 𝐬𝐡𝐨𝐮𝐥𝐝 𝐢𝐭?” 🤔 In a world where algorithms claim to “read” our teams better than we can, I keep asking myself: where does technology stop — and where must humanity take over? I just read Aytekin Tank’s Forbes article, “How to Build an Emotionally Intelligent Team With AI” (https://lnkd.in/dPMyvjfX) — and it hit close to home. 𝐀 𝐩𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐬𝐭𝐨𝐫𝐲 • During interviews for one of our recent job openings, I started noticing a strange pattern: • Different candidates. Different backgrounds. Almost identical answers. • At first, I thought it was coincidence. • Then I realized: ChatGPT. • Candidates were clearly using AI to prepare — which isn’t inherently bad. In fact, I respect the creativity. But it revealed something deeper: • AI can make you sound smart — but it can’t make you sound you. • That moment shifted my approach: I stopped looking for the “perfect” answer and started listening for curiosity, self-awareness, and adaptability — the qualities no algorithm can truly generate. 𝐖𝐡𝐞𝐫𝐞 𝐈 𝐬𝐭𝐚𝐲 𝐜𝐚𝐮𝐭𝐢𝐨𝐮𝐬 This experience also taught me something important: if AI can make everyone sound the same, what else might we miss when we over-rely on it? Sure, AI can analyze sentiment, flag risks, and even “coach” candidates — but it can’t read between the lines. It doesn’t notice the subtle pause before someone answers, the spark in their eyes when they talk about a passion project, or the quiet vulnerability when they admit a failure. And that’s where emotional intelligence comes in. If we let dashboards, algorithms, and auto-generated responses take over, we risk managing patterns, not people. 𝐌𝐲 𝐛𝐞𝐥𝐢𝐞𝐟 The future belongs to leaders who combine data-driven insights with empathy-driven action. AI can guide us to the right questions — but only people can truly listen to the answers. 𝐋𝐨𝐨𝐤𝐢𝐧𝐠 𝐚𝐡𝐞𝐚𝐝 Building emotionally intelligent teams isn’t about choosing between humans and AI — it’s about making both work together thoughtfully. 𝘈𝘐 𝘤𝘢𝘯 𝘩𝘦𝘭𝘱 𝘶𝘴 𝘧𝘪𝘯𝘥 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘸𝘰𝘳𝘥𝘴 — 𝘣𝘶𝘵 𝘪𝘵 𝘴𝘵𝘪𝘭𝘭 𝘤𝘢𝘯’𝘵 𝘧𝘢𝘬𝘦 𝘵𝘩𝘦 𝘴𝘱𝘢𝘳𝘬𝘭𝘦 𝘪𝘯 𝘺𝘰𝘶𝘳 𝘦𝘺𝘦𝘴 𝘥𝘶𝘳𝘪𝘯𝘨 𝘢𝘯 𝘪𝘯𝘵𝘦𝘳𝘷𝘪𝘦𝘸. ✨

The 5-Second Trick That Made Me a Better Communicator (Thanks, AI! 🤖 ) Plot twist 🔄 : The best communication advice I ever received came from learning to talk to a robot. While everyone's debating whether AI will replace us, I was busy letting it teach me something way more valuable, how to ask questions that actually get me answers. Here's a truth that took me years to discover : The difference between mediocre results and extraordinary ones isn't in the answers we receive - it's in the questions we ask.😅 This revelation hit me hard when I started exploring prompt engineering. You know that moment when you're crafting the perfect prompt for ChatGPT? That careful consideration of every word, the precision required to get exactly what you need? That's not just prompt engineering that's the art of asking the right question. And once I mastered this art for AI, something magical happened: it transformed how I communicate with everyone. From Prompt Engineering to Life Engineering Let me share what really changed everything: the simple act of asking better questions. Initially, I'd throw generic requests at AI tools- "Help me optimize our OSS processes" or "How can I improve workforce management?" The responses were as vague as my questions. It felt like mining for gold and finding only sand. Then one day, I got specific: "Can you suggest three automation strategies for field technician scheduling in a telecom OSS environment handling 500+ daily work orders with varying skill requirements?" Revolutionary. Suddenly, I got laser-focused, actionable suggestions with implementation steps. That's when it clicked: getting brilliant answers depends entirely on asking brilliant questions whether you're prompting AI or talking to a colleague.😊 Real-Life Game-Changer The Feedback Revolution: Old me: "How am I doing?" Manager: "You're doing great!"(Zero help ☹️) New me: "What's one thing I handled exceptionally well this quarter, and one specific area I could focus on improving next?" Result: Gold - practical, specific, immediately actionable feedback 😊. Why Better Questions = Better Everything??💭🤔 Here's what this shift brought me: ·      Clear questions = better first answers (no back-and-forth) ·      Specific questions = faster solutions ·      Focused questions = stronger relationships The 5-Second Rule💡- Now, before asking anyone anything, I pause and run this quick checklist: ° What do I really want to know?  ° How can I add context to make this clearer? ° What specific outcome am I looking for? It's a tiny change that's made my work conversations clearer, my relationships smoother, and my AI interactions incredibly productive. So, Next time you're seeking advice or help, try applying that prompt engineering precision to your question first. You might be amazed at how much smoother everything becomes whether if you're talking to ChatGPT or your manager. #PromptEngineering #Communication #AI #ProfessionalDevelopment #CareerGrowth #Leadership #

I saw a meme on micromanagement and decided to ask ChatGPT the questions: What is micromanagement? What does it look like and how does it affect productivity? What are your thoughts on the AI response? What else would you add? Micromanagement is a management style where a leader or supervisor closely observes, controls, or excessively involves themselves in the work of their employees, often paying attention to minor details rather than focusing on broader goals and outcomes. It typically reflects a lack of trust in the team’s ability to perform tasks independently. What Micromanagement Looks Like Excessive oversight: Constantly checking in on progress, demanding frequent updates, or requiring approval for every small step. Overemphasis on detail: Focusing on trivial matters while neglecting the bigger picture. Limited autonomy: Employees have little room to make decisions, experiment, or contribute ideas. Re-doing employees’ work: Managers taking over tasks or rewriting work instead of guiding improvement. Restricting communication: Insisting that all communication flows through them rather than empowering direct collaboration. Effects on Productivity Short-term productivity boost: Initially, tasks may get done quickly and to the manager’s exact specifications. Long-term negative effects: Lower morale: Employees feel undervalued and mistrusted. Reduced initiative: Staff stop taking ownership or innovating because they expect their work will be redone or criticized. Burnout: Constant scrutiny increases stress, leading to disengagement or turnover. Bottlenecks: Since all decisions pass through the manager, projects slow down. Stifled growth: Employees miss opportunities to learn, problem-solve, and develop confidence.