Supporting Employee Independence

This quote got me thinking. Early in my career, I struggled with how people showed up. I was often called too intense, I was often perceived as overwhelming, but the truth of it is I SHOWED UP! I was engaged, I was committed, and I wanted to make an impact. Not knowing why there was such a difference between how I showed up and others, I learned … that ONLY 31% of employees are enthusiastic and energized by their work? Imagine that almost 70% of the people in your team are there because they just have to 🫣 I honestly can't imagine that, which is why I implemented some solutions in my teams, most of it worked, some of it I’m still testing & trying … Here are some things I did: 👉 Trust & Empower: I involve my team in decision-making processes and push decisions to them when possible. This fosters a sense of ownership and responsibility. 👉 Celebrate Feedback: I create an environment where feedback is frequent and constructive. It encourages continuous learning and growth. 👉 Connect 'Why' to Vision: I share a compelling vision to motivate team members and clearly explain why their contributions matter. 👉 Offer Development: I signal my commitment to personal growth with training and development opportunities. It sparks motivation and increases loyalty. 👉 Recognize & Praise: I acknowledge achievements and make saying ‘thank you’ my default. A little recognition goes a long way to boost morale and motivation. 👉 Promote Diversity: I embrace diverse perspectives and backgrounds to enrich the work environment, prompt healthy debate, and drive innovation. 👉 Encourage Collaboration: I encourage teamwork on projects. This builds a sense of community and belonging while also accelerating learning 👉 Challenge Comfort Zones: I push and encourage team members to expand their skills and what they think is possible. It promotes growth and enthusiasm. 👉 Cultivate Inclusivity: I ensure all voices are heard. For example, I make sure extroverts don't steal the show and create the space needed for quieter team members to speak. Be the leader that serves, empowers and inspires. And all will go just fine 🙌 #EmployeeEngagement #TeamMotivation #WorkCulture

True Humans + AI work and thinking means humans should participate in the AI's thinking processes. A very interesting new paper proposes a "Collaborative Workshop" approach to extended chain-of-thought processes such as deep research. They base their approach on three principles: Transparency: The agent’s reasoning, file system, and terminal outputs are fully visible in real-time. Symmetrical Control: Humans and AI have equal authority to modify the workspace. A human can edit a code file or a plan document just as easily as the agent can. Role Fluidity: The workflow can seamlessly shift between AI-led (autonomous) and human-led (assisted) modes. Beyond the specifics of the approach outlined in this paper, these principles are excellent starting points for all AI interface design. They do this by externalizing the agent's thinking into a visible "Plan-as-Document" markdown file (TODO.md). Users can hit "Pause," edit the TODO.md file to correct the agent's strategy, and hit "Resume." The agent then reads the updated plan and adjusts immediately. Despite being designed for collaboration, the system proves highly capable autonomously. ResearStudio achieved 74.09% on the GAIA benchmark, outperforming OpenAI’s DeepResearch (67.36%) and other state-of-the-art systems. The paper gives concrete examples of how human participants in the collaborative thinking workflow create better results. "It transforms the agent from an opaque, brittle tool into a resilient, trustworthy partner, providing the essential safeguard needed to deploy autonomous systems on complex, real-world problems." Full code available with the paper. Image created by Nano Banana Pro

How far are we from having competent AI co-workers that can perform tasks as varied as software development, project management, administration, and data science? In our new paper, we introduce TheAgentCompany, a benchmark for AI agents on consequential real-world tasks. Why is this benchmark important? Right now it is unclear how effective AI is at accelerating or automating real-world work. We hear statements like: > AI is overhyped, doesn’t reason, and doesn’t generalize to new tasks > AGI will automate all human work in the next few years This question has implications for: - Companies: to understand where to incorporate AI in workflows - Workers: to get a grounded sense of what AI can and cannot do - Policymakers: to understand effects of AI on the labor market How can we begin on it? In TheAgentCompany, we created a simulated software company with tasks inspired by real-world work. We created baseline agents, and evaluated their ability to solve these tasks. This benchmark is first of its kind with respect to versatility, practicality, and realism of tasks. TheAgentCompany features four internal web sites: - GitLab: for storing source code (like GitHub) - Plane: for doing task management (like Jira) - OwnCloud: for storing company docs (like Google Drive) - RocketChat: for chatting with co-workers (like Slack) Based on these sites, we created 175 tasks in the domains of: - Administration - Data science - Software development - Human resources - Project management - Finance We implemented a baseline agent that can web browse and write/execute code to solve these tasks. This was implemented using the open-source OpenHands framework for full reproducibility (https://lnkd.in/g4VhSi9a). Based on this agent, we evaluated many LMs, Claude, Gemini, GPT-4o, Nova, Llama, and Qwen. We evaluated both success metrics and cost. Results are striking: the most successful agent w/ Claude was able to successfully solve 24% of the diverse real-world tasks that it was tasked with. Gemini-2.0-flash is strong at a competitive price point, and the open llama-3.3-70b model is remarkably competent. This paints a nuanced picture of the role of current AI agents in task automation. - Yes, they are powerful, and can perform 24% tasks similar to those in real-world work - No, they can not yet solve all tasks or replace any jobs entirely Further, there are many caveats to our evaluation: - This is all on simulated data - We focused on concrete, easily evaluable tasks - We focused only on tasks from one corner of the digital economy If TheAgentCompany interests you, please: - Read the paper: https://lnkd.in/gyQE-xZG - Visit the site to see the leaderboard or run your own eval: https://lnkd.in/gtBcmq87 And huge thanks to Fangzheng (Frank) Xu, Yufan S., and Boxuan Li for leading the project, and the many many co-authors for their tireless efforts over many months to make this happen.

"Build A Team So Strong That No One Can Point Out The Leader" Leadership isn't about being in the spotlight. It's about creating a team so cohesive that leadership becomes invisible. After years of building and leading teams, I've discovered a fundamental truth: The strongest teams don't rely on one dominant voice. 🌟 When I first became a director, I thought leadership meant: - Having all the answers - Making every decision - Being the center of attention - Controlling every outcome Reality quickly taught me otherwise. My breakthrough came when I stepped back during a critical project meeting and watched my team navigate a complex challenge without my input. In that moment, I realized my most significant achievement wasn't what I had done – but what I had enabled others to do. True leadership is about creating an environment where: ✅ Team members feel empowered to take initiative ✅ Different strengths are recognized and utilized ✅ Trust flows freely in all directions ✅ Shared purpose guides individual actions ✅ Growth happens organically through collaboration This approach transforms teams from being leader-dependent to self-sufficient. When everyone embodies leadership qualities, no single person needs to wear the title. How to build such a team: 1️⃣ Recruit for complementary strengths, not just technical skills 2️⃣ Create psychological safety where risk-taking is encouraged 3️⃣ Delegate authority, not just tasks 4️⃣ Celebrate collective wins above individual achievements 5️⃣ Invest in developing leadership capabilities across all levels The paradox is beautiful: the more you develop leadership in others, the less they need you as a traditional "leader." This doesn't diminish your role – it elevates it. When your team functions seamlessly without your constant direction, you've achieved something extraordinary. You've built a team so strong that no one can point out the leader. Because, in truth, leadership has become embedded in the team's DNA. What's your experience? Have you been part of a team where leadership was distributed rather than centralized?

When I first became an entrepreneur, one of my biggest challenges was learning how to lead a team. I quickly realized that scaling a team is about much more than just hiring talented people. Here are some of the steps I've found essential to growing a team: 1. Alignment Everyone has to be aligned on the company's mission and goals so that they're moving in the same direction. For leaders, this involves constantly repeating the company's roadmap and being transparent about goals and objectives. 2. The "mind melding" phase This approach may be more relevant for senior hires. Rather than granting complete autonomy from the start, I’ve found that a phased transition works better. I typically spend the first few months deeply involved in their work. During this period, I gain insight into their thought process, and they, in turn, understand my expectations and approach. Once we’ve established a mutual understanding, I gradually step back, confident that we’re aligned. 3. Independence and autonomy From there, I think one of the most important things you can do as a leader is get out of the way. If you want to attract and retain people who are self-starters and proactive, you have to give them autonomy. 4. Accountability and measurability The last step is to create accountability by checking in at regular intervals. Clear, measurable KPIs have to be part of the equation. In other words, independence is important, but it goes along with the expectation of producing concrete results. Building a strong team is an ongoing process that requires intentional effort, clear communication, and a balance between guidance and autonomy. You're not just scaling a company—you're building a culture where innovation isn't limited to just one person or their ideas.

Want to Earn More? Lead Better. One of the most direct, though rarely discussed, links in business is this: your income tends to rise in lockstep with your leadership capability. It is not just about technical mastery or tenure. Studies continue to reinforce what many of us have seen firsthand—leaders with high emotional intelligence, vision, and influence earn significantly more over time than peers who rely solely on subject matter expertise. In fact, a Harvard Business Review analysis found that high-performing leaders in the top quartile of emotional and social intelligence competencies earned over $30,000 more annually than their peers—and that’s at mid-levels. At the executive level, the gap widens dramatically. The Center for Creative Leadership also reports that executives with strong people leadership skills are promoted more quickly and receive higher total compensation than those with technical or operational strengths alone. So what should you focus on if you want to increase your earnings potential and elevate your leadership presence? Here are five traits to cultivate deliberately: 1. Strategic Thinking High-earning leaders think beyond the immediate and tactical. They connect the dots across teams, markets, and time horizons. Strategic leaders are seen as indispensable because they shape the future, not just manage the present. 2. Executive Presence This is not about image—it’s about how you carry authority, make decisions, and hold attention in high-stakes situations. Presence signals readiness. Without it, promotions and board invitations often stall. 3. Influence and Communication You can have the best ideas in the room, but if you cannot move people to act, you are leaving money and opportunity on the table. Great leaders cultivate clarity, listen deeply, and adapt their message to any room—from the front line to the boardroom. 4. Emotional Intelligence Self-awareness, empathy, and emotional regulation are not soft skills—they are leadership fundamentals. In high-income roles, leaders are paid not just to make decisions but to manage dynamics and build trust fast. 5. Resilience and Adaptability In today's climate, adaptability is a premium skill. Leaders who stay composed under pressure and pivot quickly are often tapped for high-visibility, high-reward roles. The bottom line: income growth often follows influence growth. If you're serious about earning more, focus less on doing more—and more on becoming the kind of leader whose value compounds across contexts. Whether you're an aspiring C-suite executive or already at the top, the next level almost always demands a new mindset. If you want to explore how to expand your influence, position yourself for bigger roles, and lead with greater impact—I’m here for that conversation.

Leaders are often lauded for their vision, charisma, and decisiveness. But the truth is, the most impactful leaders are also the most intentional listeners. Strategic listening goes beyond simply "hearing" words. It's a deep dive into understanding the emotions, perspectives, and unspoken needs behind them. Here's how you can cultivate this transformative leadership skill: 1. Embrace Silence: Sometimes, the most profound insights emerge from moments of quiet. Allow your team the space to share openly and reflectively. 2. Active Body Language: Lean in, maintain eye contact, and show genuine interest through your nonverbal cues. Actions speak louder than words. 3. Ask Clarifying Questions: Don't assume understanding; seek clarity. Reframe and paraphrase to ensure you're truly capturing the essence of their message. 4. Practice Empathy: Listen not just with your ears, but with your heart. Acknowledge emotions and address underlying concerns with compassion. 5. Listen to Respond, Not React: Resist the urge to formulate your response while others are still speaking. Fully absorb their message before crafting your reply. By mastering strategic listening, you'll gain a deeper understanding of your team's strengths, challenges, and motivations. This not only fosters trust and psychological safety, but also empowers you to: 𝗠𝗮𝗸𝗲 𝗱𝗮𝘁𝗮-𝗱𝗿𝗶𝘃𝗲𝗻 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀: Informed by diverse perspectives, not just your own. 𝗦𝗽𝗮𝗿𝗸 𝗶𝗻𝗻𝗼𝘃𝗮𝘁𝗶𝗼𝗻: By encouraging new ideas and fostering a safe space for creative problem-solving. 𝗕𝘂𝗶𝗹𝗱 𝘀𝘁𝗿𝗼𝗻𝗴𝗲𝗿 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀: When people feel heard and understood, loyalty and commitment soar. Strategic listening isn't a passive endeavour; it's a dynamic leadership tool that unlocks influence, fosters trust, and propels your team towards success. Are you ready to step into your role as a leader who listens and leads with empathy? #leadershipdevelopment #strategiclistening #communication #leadershipacumen #emotionalintelligence

Being encouraging held my team back. Here’s what actually helped them grow: I used to think empowering people meant: Being positive. Cheering them on. Always being there to help. Turns out, that’s not leadership. That’s cheerleading. And most people don’t want that. They want ownership. Not “you’ve got this” while I hovered in the background, But “this is yours, lead it, shape it, run it.” That shift changed everything. I had someone on the team: Smart, capable, but unsure. So I gave them a real stretch project and told them: “You own this. Start to finish. Make the decisions. I’m right here if you need me.” They didn’t fold. Even when it got hard. I gave feedback. But I didn’t take over. Because support without ownership is just hand-holding. Six months later? They were running entire areas of the business.   And the shift wasn’t just in them It changed the energy of the whole team. Others saw what was possible. They stepped up too. More confidence. More initiative. More belief. That’s what true leadership looks like. Not being the smartest person in the room. Not having all the answers. But building someone else up until they do. Agree?

"Accountability" often feels like a negative. But why is that? It's often because it's seen as punitive, not empowering.  But let's flip the script. What if we talked OWNERSHIP instead of accountability? -It puts the emphasis on each person taking proactive responsibility. -It means the team member is trusted as a capable professional to run with the team's priorities.  -And it means they have autonomy and authority to take charge, rather than having their hand held. Nobody wants to be begrudgingly "held accountable" like a child.  But we all want to feel valued as owners who are invested in the outcome and recognized for our impact. With an ownership mindset, there's no punitive "holding people's feet to the fire."  Instead, you create a team of self-starters actively pulling work towards themselves and giving their all because they OWN it. Create clear ownership boundaries so everyone knows what they're responsible for.  Foster an ownership culture of "run it like you own it."  Celebrate and showcase work that exemplifies exceptional ownership in action. Imagine a workplace where ownership is the norm, not the exception. Strive to be that beacon of proactive responsibility. Your impact can redefine accountability.

A counterintuitive truth about leadership: The best leaders make themselves replaceable. Why would anyone want to make themselves expendable? The answer lies in a profound understanding of leadership itself. A leader’s role is not to hoard power or be indispensable. It’s to empower others, cultivate talent, and ensure the organization thrives even in their absence. Here’s how you can start on this path: ✅ Develop Your Team: → Invest in their growth. ↳ Offer training, mentoring, and opportunities for advancement. → When your team grows, the organization grows. ✅ Delegate Effectively: → Trust your team with responsibilities. ↳ Delegation isn’t about handing off tasks but about empowering others to make decisions. → Enable them to take ownership. ✅ Create a Culture of Learning: → Foster an environment where continuous learning is a priority. ↳ Encourage curiosity and innovation. → Celebrate successes and learn from failures. ✅ Build a Succession Plan: → Identify potential leaders within your organization. ↳ Prepare them for higher responsibilities. → A strong succession plan is vital for long-term success. ✅ Encourage Independent Thinking: → Promote an atmosphere where diverse ideas are welcomed. ↳ Challenge your team to think critically and creatively. → Diverse perspectives lead to innovative solutions. By making yourself replaceable, you’re not diminishing your value; you’re magnifying it. A leader who leaves a legacy of empowered individuals and a thriving organization is the true mark of success. What steps are you taking today to empower your team and ensure your legacy? Share your thoughts below.