Building a Better Geek

Watch us on Youtube: https://www.youtube.com/@TruthAmp-e1f In this episode, Craig Lawton and Emmanuella Grace tackle the escalating crisis of AI fraud in job interviews, where deepfake candidates and sophisticated bots are creating what Gartner predicts will be 1 in 4 fraudulent job applications by 2028. The hosts explore shocking real-world cases, including "Ivan X" who applied twice to the same security firm using deepfakes, and a government official admitting to hiring someone who used AI to answer interview questions. They discuss how recruitment has become an "arms race" between fraud and detection, with both candidates and recruiters increasingly relying on AI tools. Emmanuella argues this may force a return to in-person interviews, where human intuition and emotional responses can detect the "coldness" of AI interactions. She emphasizes that interviews are fundamentally about cultural fit and human connection, not just qualifications. The conversation reveals how AI-generated communications often trigger subconscious disengagement in recipients. Paradoxically, both hosts advocate for transparent AI use in job searching—using it to tailor CVs and practice interviews while maintaining authenticity. They explore innovative HR technology that creates comprehensive "digital twins" of candidates, incorporating both technical skills and wellbeing factors. The episode concludes with optimism about human creativity and connection driving the future, suggesting that despite technological disruption, people's fundamental need to connect with other humans remains paramount.

In this episode, hosts Em and Craig explore the concept of "knowing your value" in a rapidly changing workplace where traditional values are shifting due to technology, generational differences, and political influences. Key Discussion Points: Multiple Hats Phenomenon: Em introduces the concept of "wearing multiple hats" - where people, particularly women, often carry multiple roles simultaneously (manager, counselor, organizer, etc.) without recognition or appropriate compensation. She emphasizes the importance of articulating these various responsibilities to make them visible. Gender Differences in Self-Assessment: Em cites research showing the "male hubris, female humility effect," where men systematically overestimate their abilities while women underestimate theirs, despite equal measured intelligence. This impacts salary negotiations and career advancement. Value vs. Self-Worth: Craig emphasizes that understanding your value must start with recognizing your inherent self-worth as a human being, rather than beginning with monetary considerations. This foundational self-respect then informs how you communicate your professional value. Technology's Impact on Value: The hosts discuss how technological shifts (cloud computing, AI) can make established skills obsolete overnight, forcing workers to constantly reassess and adapt their value proposition. Negotiation Strategies: When pay raises aren't possible, they suggest alternative value-adds: Upskilling opportunities Professional development funding Networking event attendance Mentorship programs Lateral moves within the organization Communication Tactics: Craig shares insights from sales about listening first to understand problems before proposing solutions. They emphasize the importance of framing your value in terms of solving the organization's problems, not just listing your achievements. Five Love Languages in the Workplace: Em adapts Gary Chapman's concept to workplace appreciation: acts of service, words of affirmation, quality time, appropriate physical acknowledgment (handshakes), and gifts. Understanding how people prefer to receive recognition can transform workplace relationships. Market Research Importance: Both hosts stress the critical importance of researching your market value globally, not just locally, and understanding the broader context of your industry and role. Intent vs. Impact: They reference the "Difficult Conversations" framework, noting how understanding the difference between what people intend and the impact they have can resolve many workplace value conflicts. Practical Takeaways: Start negotiations by understanding the other party's problems Write down your goals and their needs to find creative solutions Consider taking breaks to gain perspective on your situation Build internal and external networks for realistic market assessment Practice difficult conversations before high-stakes moments Be aware of vocal patterns (upward inflection) that may undermine perceived competence Resource Recommendations: "Let Them Theory" by Mel Robbins (specifically the chapter on salary negotiation for women with male bosses) Vanessa Van Edwards' research on voice and body language Nick Cave's "Red Hand Files" email newsletter Market research through LinkedIn Jobs and industry networking

OK Boomer, OK Zoomer: hosts Em and Craig look at solving the Workplace Generation Puzzle, examining how different generational experiences shape values, communication styles, and workplace expectations. Key Discussion Points: Four Generations in the Workforce: Em explains that for the first time, we have four generations simultaneously in the workplace (Boomers, Gen X, Millennials, and Gen Z), each with different value systems and communication preferences, causing previously successful workplace programs to fail. Generational Overview: The hosts provide a historical context of generations: Silent Generation (1920s-1945): Conformist, compliant, strong work ethic Baby Boomers (1946-1964): Adapted to digital revolution, valued gift of gab Generation X (1965-1980): Independent, pragmatic, bridged analog-digital divide Millennials/Gen Y (1981-1996): Digital natives, collaborative Gen Z/iGen (1997-2010): Visual learners, social media natives Alpha Generation (2010-present): Future-focused, already emerging through social media Technological Evolution: Craig shares how Gen X witnessed tremendous technological changes, from analog television to digital media, and how this shapes communication preferences. Em notes how modern recording technology that once required expensive equipment is now available on smartphones. Communication Medium Preferences: The hosts discuss how different generations prefer different communication methods, with Gen Z often anxious about phone calls while older generations value them. Craig suggests younger people might stand out positively by calling rather than texting. Psychological Impacts: Em highlights the "spotlight effect" where teenagers feel all eyes are on them, but explains how social media has amplified this for younger generations by making this surveillance real and constant, contributing to mental health challenges. Generational Tensions: The hosts acknowledge the resentment between generations, with younger people frustrated about housing affordability, environmental issues, and economic challenges while older generations criticize work ethic and respect for authority. Finding Common Ground: Despite different expressions, all generations share fundamental human desires for validation, appreciation, respect, and belonging. Em emphasizes that finding this common humanity is essential for workplace harmony. Crisis as Unifier: Craig references "The Fourth Turning" by Neil Howe, noting how crises like World War II or the early COVID-19 pandemic forced people to come together across generational divides. Resource Recommendations: "Gen Intelligence: The Revolutionary Approach to Leading an Intergenerational Workforce" by Megan Gerhardt, Josephine Harm, and Jeanne Fogle "Conversations Between Generations" TED Talk by Vona Turla "Remarkable People" podcast by Guy Kawasaki, specifically the interview with David Yeager on "The Science of Motivating Young People" "Multi-Generational Workplace: The Insights You Need" from Harvard Business Review

In this episode, hosts Em and Craig tackle the serious topic of workplace bullying, exploring its definition, causes, and strategies for addressing it in modern work environments. Key Discussion Points: Generational Workplace Dynamics: Em explains how having four generations in the workplace (Boomers, Gen X, Millennials, and Gen Z) creates communication challenges, with each generation having different expectations about hierarchy, collaboration, and workplace behavior. Defining Bullying: Craig shares the technical definition of bullying as "repeated and unreasonable behavior that poses a risk to health and safety," while Em emphasizes that bullying fundamentally involves power imbalances being used to harm others. Attachment Theory and Bullying: Em explains how early childhood attachment styles (secure, anxious, avoidant, and disorganized) influence how people respond to bullying. Those with secure attachment are more likely to disengage from bullying situations, while those with other attachment styles may fawn, fight back, or respond inconsistently. Distinguishing Bullying from Miscommunication: The hosts discuss the challenge of differentiating between intentional bullying and communication issues that may stem from neurodiversity or personality differences, noting that sometimes personalities simply don't mesh well. Psychological Aspects: They explore how bullies often use subtle tactics that confuse victims, such as the "smiling assassin" approach where aggressive behavior is masked with friendly demeanor, making targets question their own perceptions. HR's Role: The hosts highlight the importance of human resources departments in providing objective third-party perspectives to mediate conflicts and establish clear procedures for reporting and addressing bullying. Practical Strategies: For organizations, establishing clear anti-bullying policies and procedures is essential. For individuals, developing strong personal boundaries and recognizing unhealthy dynamics are crucial self-protection skills. Future Considerations: The conversation touches on cyberbullying and the challenges of addressing anonymous digital harassment, with Em sharing her personal experience of being targeted online. Resource Recommendations: "Emotional Blackmail" by Dr. Susan Forward for understanding unhealthy relationship dynamics "Games People Play" for recognizing interpersonal manipulation patterns David Yeager's "10 to 25: The Science of Motivating Young People" which explores how high standards and high support affect interactions between managers and younger staff

In this season opener, hosts Em and Craig explore gender dynamics in tech, focusing on women's unique challenges with imposter syndrome, funding disparities, and opportunities in an evolving industry that increasingly needs diverse perspectives. Gender Differences in the Workplace: They explore how women often need to feel 94% qualified before applying for jobs, while men apply at around 60%. Em notes that imposter syndrome is more prevalent among women, while men tend to experience more shame after failure. Femtech Industry: They discuss the growing field of women's health technology, highlighting how the period-tracking app Flow (founded by two brothers) recently achieved unicorn status, raising questions about female representation in tech leadership. Funding Disparities: The hosts examine why female-founded tech companies, despite often having higher ROI, receive less funding than male-founded counterparts. They suggest this may partly stem from women's hesitancy to directly ask for what they want, compared to men's greater directness and sense of entitlement. Opportunities for Women in Tech: Craig highlights that tech companies actively seek female talent and suggests entry paths including project management and relationship-oriented roles. They discuss how technology now intersects with nearly every industry, creating diverse opportunities beyond traditional technical roles. Challenges in Male-Dominated Workplaces: They address the pitfall of organisations over-indexing on showcasing diversity, which can lead to women being overloaded with public-facing opportunities and experiencing burnout. Featured Resources: The Imperfects podcast episode "Maybe It's Menopause" with Dr. Louise Newson "The Confidence Code" by Claire Shipman and Katty Kay Hero of the Week: Volvo Cars for their EVA initiative, which researches safety for all body types (not just adult males) and shares this data openly with all car manufacturers, similar to how they previously shared seatbelt technology.

In this episode we discuss the impact of artificial intelligence (AI), specifically large language models, on various aspects of human life. We explore the impact on leaders and creatives, delving into the potential benefits and challenges of AI. Here are the key points: • AI's rapid advancement and democratisation raise concerns about privacy, security, and accountability.• Large language models can be trained on vast amounts of data, potentially including personal information without consent.• Explainability and transparency are crucial for AI models used in high-stakes decision-making, such as loan approvals.• Guardrails and fine-tuning can be applied to AI models to align them with specific use cases and ethical considerations.• AI's ability to generate human-like content raises concerns about authenticity, creativity, and the potential for model collapse due to a lack of new input.• Children growing up with AI may develop a natural understanding of its capabilities and limitations, potentially using it as a coaching tool.• Involving humans in the loop is essential to verify AI outputs and ensure they align with human values and priorities.• Experimentation with AI in low-risk environments can help individuals and organizations understand its potential and limitations. References Mentioned:• Polis (AI project by Audrey Tang)• Mark Andreessen (Netscape co-founder) on Joe Rogan's podcast

In this episode of BABG podcast, we discuss public speaking. - Hear how Emmanuella finds public speaking more terrifying than singing, despite being an introvert and Craig being more extroverted. - Understand why effective communication occurs only when the other person receives and understands your message. - Craig shares a story about accidentally making a witty joke while presenting early in his career, which gave him a positive association with public speaking. - Preparation is key - Craig suggests rehearsing the first 2-5 minutes thoroughly. What did Arnold Schwarzenegger do?! - Communication is an ongoing process. Why to limit words on slides. Consider voice modulation, pauses, dress, etc. - And remember to smile and give good vibes to new speakers. References: - Martin Luther King Jr.'s "I Have a Dream" speech (mentioned as going off script during a pivotal moment)"

In this episode of "Building a Better Geek", Craig and Emmanuella share personal stories of Amygdala Hijacks, what they are, and how to manage them: - The amygdala is the part of the brain that perceives threats and triggers the "fight, flight, freeze, or fawn" response quickly without context. - Amygdala hijack is when the amygdala reacts strongly, overriding logic and reason. - Craig shares a story of yelling a profanity when a lift door closed too soon, and the dressing down that followed. Emmanuella shares story of an audience member fainting during a show. - As a leader, recognize amygdala hijack and help create psychological safety. Anger is a surface emotion masking deeper feelings of disempowerment, frustration, fear. Dig deeper. References: McEwen, B. S., & Gianaros, P. J. (2010). Central role of the brain in stress and adaptation: Links to socioeconomic status, health, and disease. Annals of the New York Academy of Sciences, 1186(1), 190-222. Thayer, J. F., Åhs, F., Fredrikson, M., Sollers III, J. J., & Wager, T. D. (2012). A meta-analysis of heart rate variability and neuroimaging studies: implications for heart rate variability as a marker of stress and health. Neuroscience & Biobehavioral Reviews, 36(2), 747-756.