[Ailist] How much AI do leaders need to know to lead successfuly?

[Cheri Torres]

Anne,

I'm not sure how to respond to your question about "how much AI leaders
need" out of context. Questions that come up for me are:
1. Who are the leaders? 
2. What or who are they leading? 
3. What outcomes are they seeking to generate?

Another question that occurs to me-which is probably more relevant:  Under
what circumstances do you think they need information about AI and what
specific knowledge would you want them to have?


On the specific leadership question--great question...and I think the answer
must be a contextual one.  Questions that occur to me that would inform an
answer would be:
1. How are these leaders behaving at present? Are they strengths-based in
style? 
2. Where do you see their edge for learning? What leads you to believe they
need additional training?
3. What assumptions or values are they making or holding that lead them to
believe they do not need additional training?
4. Is it the leadership that needs training or does the system need to be
designed for learning--does leadership need to see the value of shifting
their values towards developing a shared learning practice?

Cheri
-----Original Message-----
From: ailist-bounces at lists.business.utah.edu
[mailto:ailist-bounces at lists.business.utah.edu] On Behalf Of
AnneLondon at aol.com
Sent: Monday, December 03, 2007 10:23 AM
To: ailist at lists.business.utah.edu
Subject: [Ailist] How much AI do leaders need to know to lead successfuly?

Hi everyone,

I would like to ask for your thoughts about how much information or 
background information on AI you think leaders need to have to successfully
lead the 
next stage of their business.


Background:
A chief executive has taken a considerable amount of time over the last few 
years to learn about and prepare himself in strength-based approaches to 
change.   He regards this, and the fact that his global team took their cue
from him 
and altered their leadership style, as some of the key reasons why the 
business has been extremely successful and is much larger than it was.

The success brought with it some reorganisation and a new team. 

Current situation:
Because of its previous success, there are very high expectations of the 
business, the chief executive and his team of business leaders who have much

greater responsibilities than before.   

However, as far as I can see, the current leaders do not appear to see the 
importance of investing in their own leadership capabilities or knowledge of

strength-based change as did their chief exec.

In your view, does this matter?
If you think it does matter, what are your thoughts on how to address the 
situation?
If you think it doesn't matter, please say why. 

I am asking about this having seen how little people investment is included 
in their plan for 2008.   I look forward to hearing your views.   

Many thanks,

Anne Radford   
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