Author: Isis Meander

Chat GPT Do’s and Dont’s i din jobsøgning

Er fremtidens medarbejder den, der bryder igennem algoritmerne i jobansøgningen? Artiklen er skrevet af Anne Hørsted / 9. maj 2023 Brug af kunstig intelligens giver ledige nye muligheder, men også udfordringer i deres jobsøgningsproces. Flere medier bringer lige nu historier om at flere a-kasser opfordrer ledige til at bruge kunstig intelligens til deres jobansøgninger og vi oplever også en stor interesse for at blive klogere på hvad der er op og ned i forhold til at bruge ChatGPT til jobsøgning. Spørgsmålet som mange spørger sig selv, er hvorvidt brugen af kunstig intelligens er en fordelagtig strategi eller en hindring for at udtrykke vores individualitet og unikke kvalifikationer. Brug af kunstig intelligens til ansøgninger Argumenterne for at opfordre til at bruge kunstig intelligens i jobsøgningen handler om at få optimeret jobansøgninger og indfri kravene om to ansøgninger om ugen. Det hævdes, at algoritmer og dataanalyse kan effektivisere matchningsprocessen mellem arbejdsgivere og jobsøgende. Dette kan spare tid og ressourcer for begge parter, hvilket er attraktivt i en konkurrencepræget arbejdsmarkedssituation. Men spørgsmålet er, om denne tilgang kommer til at underminere vores individualitet som jobsøgende og om det for virksomhederne også har utilsigtede konsekvenser. Hvis vi i højere grad overlader ansøgningsprocessen til algoritmer og dataanalyser, risikerer vi at blive reduceret til blot nøgleord og kriterier i både jobopslag og ansøgninger. Det kan blive svært for os at fremhæve vores unikke kompetencer, personlighed og passion, som kan være afgørende for at skabe en meningsfuld forbindelse med en potentiel arbejdsgiver. Hvis alle ansøgninger bliver standardiserede og tilpasset efter de samme algoritmer, kan det blive en udfordring for virksomheder at skelne mellem kandidaterne og identificere dem, der besidder de ekstraordinære kvaliteter både personlige og faglige, der kan bidrage til virksomhedens succes. ChatGPT er kun så klog som det den bliver “fodret” med Når vi arbejder med lediges jobansøgninger, er der ingen tvivl om at for nogle er ChatGPT et kærkomment hjælpemiddel til at få skærpet sin ansøgning og højne antallet og kvaliteten af ansøgninger. Men hvis man betragter ChatGPT som en smutvej til jobbet, så tager man fejl. Når Robert Fabrin og jeg holder holder oplæg og underviser om brugen af kunstig intelligens er vores overordnet pointe klar: “ChatGPT er kun så god, som det indhold du giver den”. Du skal stadig lave den afgørende research på virksomheden, ringe og blive klogere på hvad stillingen indebærer og skrive frem hvordan du kan skabe den værdi for virksomheden, der gør dem nysgerrig på at møde dig til jobsamtalen. Et omskrevet CV til en ansøgning som udelukkende baserer sig på ønskerne i et jobopslag, er ikke vejen frem, hverken for jobsøgende eller arbejdsgivere. Vejen frem findes i balancen mellem teknologi og individualitet Det er vigtigt for os at understrege, at kunstig intelligens kan være en nyttig ressource i jobsøgningsprocessen. Ret meget endda. Kunstig intelligens kan hjælpe med at få ideer og være et kreativt værktøj, hvor ansøgningen er målrettet virksomheden, stillingen og tydeligt angiver hvordan du som jobsøgende vil løse de afgørende arbejdsopgaver og skabe værdi for virksomheden. Det er et godt redskab til at komme i gang i stedet for at sidde lidt fast med et blankt dokument og en “hvor skal jeg starte” blokering, som vi alle kender.  Men det er vigtigt at holde fast på din evne til at udtrykke dit personlige præg, din tone og valg af ord, som beskriver dine unikke kvalifikationer. En god ansøgning handler i bund og grund om hvordan du som menneske med din faglighed og personlig kan være en værdifuld ny medarbejder for virksomheden og levere resultater, der skaber den værdi og lidt mere til, der gør at virksomheden kan betale din løn.  Du bør betragte kunstig intelligens som et værktøj, du skal lære at bruge og ikke som den ultimative løsning. Der er ikke en nem vej til dit næste job. Vi ved godt, at som tiden går og med afslag uden feedback du kan lære af, så bliver der vanskeligere og vanskeligere at skrive dig selv og den værdi du kan skabe frem. Vi mister alle en del af troen på vores unikke kompetencer og givende personlighed med tiden, som ledig, og det kan vi også læse i ansøgningerne.  Derfor skal opfordringen fra os lyde på, at brug af kunstig intelligens er noget der skal læres, så det bliver et individuelt værktøj, som er tilpasset dig, og hvor din opgave er at tilføje din kreativitet, faglighed, erfaring, passion og motivation på en måde, der rækker ud over algoritmers forståelse. 

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Being an Authentic Leader doesn’t mean being perfect

Being an Authentic Leader doesn’t mean being perfect. It means being true to yourself and your values, even when it’s difficult. Artiklen er skrevet af Anne Hørsted / 13. april 2023​ Being an Authentic Leader: Lessons from Research and Real-world Cases As a leader, it’s easy to fall into the trap of trying to be someone you’re not. We see other successful leaders and think we need to emulate their style, adopt their mannerisms, and conform to their expectations. But the truth is that authentic leadership – being true to yourself and your values – is what sets great leaders apart from the rest. In this article, I’ll share insights from research and real-world cases to hopefully inspire you to see the value of becoming a more authentic leader. By understanding the benefits of authenticity, recognizing the common obstacles to authenticity, and learning strategies for overcoming those obstacles, you can become a more effective and fulfilled leader. Case Study 1: Patagonia As a leader, it’s easy to fall into the trap of trying to be someone you’re not. We see other successful leaders and think we need to emulate their style, adopt their mannerisms, and conform to their expectations. But the truth is that authentic leadership – being true to yourself and your values – is what sets great leaders apart from the rest. In this article, I’ll share insights from research and real-world cases to hopefully inspire you to see the value of becoming a more authentic leader. By understanding the benefits of authenticity, recognizing the common obstacles to authenticity, and learning strategies for overcoming those obstacles, you can become a more effective and fulfilled leader. The Benefits of Authentic Leadership Authentic leadership has been shown to have a range of benefits for both leaders and their organizations. Research has found that authentic leaders are more trusted, respected, and admired by their followers. They are also more likely to inspire their followers to perform at their best and to promote positive organizational outcomes such as employee engagement and job satisfaction. Real-world cases provide further evidence of the power of authentic leadership. Case Study 2: Howard Schultz, Starbucks Consider the case of Howard Schultz, the former CEO of Starbucks. Schultz was known for his authenticity and his commitment to his values. He prioritized ethical sourcing and fair treatment of employees, even when it meant making difficult decisions that went against the conventional wisdom of his industry at that time. Under his leadership, Starbucks implemented a variety of progressive policies, including offering health benefits to all employees, sourcing fair trade coffee, and promoting diversity and inclusion. By prioritizing the needs of employees, customers, and the wider community, Schultz helped to build a company that is not only profitable, but also widely respected for its positive impact on society. Obstacles to Authenticity Despite the benefits of authenticity, many leaders struggle to be true to themselves. One common obstacle is the pressure to conform to others’ expectations. Leaders may feel that they need to adopt a certain leadership style or set of behaviors in order to fit in with their peers or to meet the expectations of their superiors. This can cause them to suppress their true selves and to act in ways that are not authentic. Another obstacle is fear. Leaders may fear that if they show their true selves, they will be judged or rejected by others. They may worry that they will lose credibility or respect if they reveal their vulnerabilities or their true beliefs. This fear can cause them to hide behind a facade and to avoid showing their true selves. Overcoming Obstacles to Authenticity To overcome these obstacles and become a more authentic leader, there are several strategies you can try: Develop self-awareness. Start by reflecting on your values, beliefs, and motivations. What are the things that matter most to you? What are your strengths and weaknesses? By understanding yourself better, you can be more intentional about aligning your behavior with your true self. Cultivate a growth mindset. Adopting a growth mindset – the belief that you can develop your abilities through effort and learning – can help you overcome the fear of failure and embrace new challenges. When you view your mistakes and setbacks as opportunities for growth, you’re more likely to take risks and to be true to yourself. Find a mentor. A mentor can provide guidance and support as you navigate the challenges of leadership. Look for someone who embodies the qualities you admire and who can help you stay true to yourself. Embrace vulnerability. Showing vulnerability can be scary, but it can also be a powerful way to connect with others and to build trust. Share your struggles and your fears with your team, and be open to feedback and criticism. By being vulnerable, you can create a culture of openness and authenticity. Case Study 3: Sara Blakely, Spanx Sara Blakely is the founder of Spanx, a company that specializes in shapewear and leggings. Blakely’s authentic leadership style emphasizes innovation, persistence, and a commitment to empowering women. She founded Spanx with the goal of helping women feel confident and comfortable in their own skin, and has since become one of the most successful female entrepreneurs in the world. Blakely is known for her willingness to take risks, her focus on customer feedback, and her dedication to giving back through philanthropic initiatives. Let´s get started In conclusion, authentic leadership is a powerful tool for creating a positive and productive work environment. By leading with integrity, transparency, and self-awareness, you can build trust and loyalty among your team, and inspire them to achieve their full potential. But authentic leadership isn’t just about being true to yourself; it’s also about being responsive to the needs of your team and your organization. By cultivating empathy and emotional intelligence, you can connect with your team on a deeper level, and create a culture of inclusivity and belonging. To succeed as an authentic leader, you must be willing to

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