Managing AI So It Doesn’t Manage You

Cathie Leimbach • November 13, 2023

"The biggest mistake you can make is thinking AI is just another chatbot."

-Dr. Radhika Dirks

Dr. Radhika Dirks sees AI as both a valuable aid and a dangerous tool. Who is Dr. Radhika Dirks? She is a leader in multiple AI companies and is considered one of the top women in the AI world by both Forbes and Deloitte.


Dirks believes humans do, and always will, have the potential to add value at a higher level than machines. However, she warns that realizing this potential requires people to proactively develop their potential. It requires organizational leaders to be intentional about leveraging human capacity rather than blindly trusting AI technology.


Dirks suggests that there are three waves of AI and that we, humans, need to strengthen our skills to respond to each wave prudently.


Wave 1 – Explosion of Creativity: AI creates content creatively. AI generates pictures, websites, and text which challenge the human identity. Many are questioning the future of human work. 


  • Leaders need to be adaptable and have a growth mindset to add value in the world around us


Wave 2 – The World of Illusions: AI generates fake news and realities, posing a threat to our ability to distinguish between fake and truth.  Many of the pictures which have accompanied media stories in the last month are computer generated. Many of the articles references in AI writings do not exist.


  • Leaders must rely on intuition and ethical decision-making as well as develop guidelines for the use of AI within their organizations.


Wave 3 – The Race to Intimacy: AI mimics human emotions and forms connections, posing a challenge to genuine human relationships. To truly feel cared about and connected with others, we need to hear the human voice. Machines can’t fill a relationship void.


  • Leaders must prioritize in-person interactions, emotional intelligence, and intuition.



What is one step you will take in your organization to use AI wisely and help people develop the skills to have meaningful lives in a world in which AI has an expansive reach? 

The Empty Chair Is Trying to Tell You Something

By Cathie Leimbach • August 18, 2026
An empty workstation gets your attention. What caused it should keep your attention. When attendance becomes a problem, the first response is often to review the policy, document the absence, or find someone to cover the shift. Those things may be necessary. But they don't tell you why the problem is happening. A conversation might. Instead of starting with “Why do you keep calling off?” try “I've noticed you've missed several days recently. What’s going on?” Then listen. You may hear about something outside of work. But you may also discover frustration with a supervisor, conflict with a coworker, unclear expectations, scheduling difficulties, or an employee who no longer feels valued. Understanding the reason doesn't mean ignoring attendance expectations. It means you know what you're actually dealing with. Also, look for patterns. Is absenteeism higher on one shift? In one department? Under one supervisor? Did it increase after a schedule or leadership change? Those patterns may tell you where another conversation needs to happen. Most importantly, don't wait until attendance becomes a disciplinary issue to start talking. Check in with employees. Ask what's making their work harder. Ask what they need from their supervisor. And when someone raises a concern or makes a suggestion, be sure to tell them what action you are taking or why their idea won’t be implemented. The goal isn't to eliminate accountability. It's to address problems before accountability is the only conversation left. Conversation is Where Leadership Happens™ You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on September 21. Gain insights from Cathie Leimbach and other attendees. Register here for the FREE Workplace Conversations Clinic 

Is Absenteeism a Pain in Your Pocket?

By Cathie Leimbach • August 10, 2026
Absenteeism is expensive. Every unexpected absence costs more than a day's wages. Someone else may need to work overtime. Priorities get reshuffled, service slows, projects fall behind, and customers notice. Before long, absenteeism starts taking money right out of your pocket. That's why many organizations turn to attendance policies, incentives, disciplinary action, or tighter oversight. But what if those approaches are addressing the symptom rather than what's really going on? Most people don't wake up one morning and suddenly decide they don't care about their work. Disengagement usually happens gradually. People stop sharing ideas. They stop feeling heard. They begin doing only what's required. Eventually, some stop showing up. By the time absenteeism is brought to your attention, the real issue may have been growing for weeks—or even months. If absenteeism has become a recurring challenge, don't just ask, "How do we reduce call-offs?" Instead, ask "What happened before people stopped wanting to show up?" That question may lead you somewhere an attendance report never will—and may ultimately save far more than overtime costs. Attendance problems. Accountability. Difficult conversations. Team conflict. Every leader faces workplace people challenges, and few have been taught exactly what to do when they arise.  Talking through your challenges with others can be helpful. Ask questions of your network. Get some ideas online. Sometimes another perspective is exactly what you need to see the situation differently. You Don't Need to Go It Alone. Bring your workplace people challenges to the FREE Workplace Conversations Clinic on August 17. Gain insights from Cathie Leimbach and other attendees as you explore practical ways to handle the situations you're facing. Register here for the FREE Workplace Conversations Clinic