Everybody is talking about New Year resolutions and New Year goals, but I think we should be talking more about New Year preparation. As in the famous quote: “Success occurs when opportunity meets preparation” – Zig Ziglar
We know that the New Year is going to bring us many new opportunities, so the question is: how can we be prepared to take advantage of these opportunities?
In order to answer this question, we can think about the many opportunities that we had in previous years, and the reasons that we were not able to enjoy them.
One possible reason is that we did not have the necessary skills. For example, perhaps we could have been promoted to a better position if we had more experience in a particular field. Then the question is how can we develop our skills in order to be prepared next time we have such an opportunity.
Another possible reason is that we lacked the necessary resources. For example, we did not have enough money to buy that apartment in a great location, or we did not have enough free time to go on a trip with our friends. Then the question is how we can have enough resources to seize such opportunities.
Please notice that this approach is less deterministic than making resolutions or defining specific goals. We can develop skills and accumulate resources that will enable us to benefit from a broad range of opportunities. We can invest in being prepared for a big diversity of possible scenarios.
So, for the year of 2024, instead of wishing you good luck, I will wish you a good preparation!
How can we improve our decision-making process? We could say that a decision is always a choice among possible alternatives. We like to believe that we are able to analyze a situation, then we understand it, then we know which alternatives are possible, and then we make a decision by choosing one of these alternatives.
According to this view, the decision is a choice, and the number of possible alternatives to choose from depends objectively on the situation (it is part of our reality).
However, when we analyze a situation, we actually derive from it our own personal interpretation. Different people will have distinct interpretations for the same reality. This individual interpretation may open some possibilities and close others. Therefore, the number of possible alternatives we have is subjective and depends on our personal interpretation.
The point is that we can choose our interpretation. For example, when we choose an optimistic interpretation we may have more alternatives than when we choose a pessimistic interpretation. As we say: “Every adversity contains, at the same time, a seed of equivalent opportunity!”
Based on our choice of interpretation, we will be able to make our decisions. If we choose a positive interpretation, we can actually expand the range of possible alternatives to be selected. In contrast, if we adopt a negative interpretation, we limit the number of alternatives we can choose from.
Therefore the choice of interpretation is a first-order choice, while the decision itself is only a second-order choice. Our ability to make decisions is directly impacted by our approach when interpreting the situations we are facing.
The way we choose interpretations to our reality can be called our attitude towards life. It is related to our mindset.
We should learn to make better interpretations in order to create more favorable alternatives and thus make better decisions.
Our Mindset is a set of beliefs that shape how we make sense of the world and ourselves. Our Mindset influences how we think, feel and behave in a given situation.
The Mindset Theory, developed by researcher Carol Dweck, is a psychological framework that explores the beliefs people have about their abilities and how these beliefs influence their behavior, learning, and success.
Mindset Theory distinguishes between two main types of mindset: a Fixed Mindset and a Growth Mindset. These mindsets are characterized by specific principles and beliefs.
Fixed Mindset
Belief: People with a Fixed Mindset believe that their abilities and intelligence are fixed traits and cannot change significantly.
Challenge Avoidance: People with a Fixed Mindset tend to avoid challenges because they fear that failure will expose their lack of ability.
Limited Effort: People with a Fixed Mindset may not put in much effort because they believe their abilities are innate and that extra effort won’t make a substantial difference.
Frustration over setbacks: When faced with setbacks, people with a Fixed Mindset often become discouraged and can give up easily.
View of effort as fruitless: People with a Fixed Mindset perceive effort as a sign of incompetence rather than a path to mastery.
Threatened by the success of others: People with a Fixed Mindset may feel threatened by the success of others and may react with envy or insecurity.
Growth Mindset
Belief: Those with a Growth Mindset believe that their abilities and intelligence can be developed through effort, learning, and perseverance.
Accept challenges: People with a Growth Mindset accept challenges as opportunities to learn and grow, and see them as a way to expand their abilities.
Emphasize effort: People with a Growth Mindset understand that effort is the path to mastery and are willing to work hard to achieve their goals.
Resilience in the face of setbacks: People with a Growth Mindset see setbacks as part of the learning process and are more resilient in the face of failure.
View of effort as a path to mastery: For people with a Growth Mindset, effort is seen as a positive and necessary part of the learning process.
Inspired by the success of others: Those with a Growth Mindset are inspired by the success of others and see it as a source of motivation and learning.
Development and Learning
Mindset Theory emphasizes the idea that people can develop and change their way of thinking. People can move from a Fixed to a Growth Mindset through self-awareness, deliberate effort, and practice. This developmental perspective is critical to understanding the potential for personal growth and achievement.
Our Mindset significantly influences our behavior, learning and achievement. A Growth Mindset is associated with the willingness to take on challenges, push yourself, learn from mistakes, and ultimately achieve greater levels of success and satisfaction.
Mindset Theory has practical applications in education and coaching. Teachers, parents, and coaches can use Mindset Theory principles to encourage a Growth Mindset in students and individuals, fostering a love of learning and resilience in the face of challenges.
Strategies for developing a Growth Mindset include self-reflection, reframing beliefs, accepting challenges, setting goals, seeking feedback, and learning from failures.
Types of Mindsets
While the Fixed Mindset and the Growth Mindset are the most well-known types of Mindsets, there are other Mindsets that people can have that can affect their attitudes, behaviors, and perceptions. Here are some other types of Mindsets with explanations and examples.
Open Mindset
Belief: An Open Mindset is characterized by the willingness to consider new ideas, accept change, and adapt to different perspectives.
Example: A person with an Open Mindset is willing to try new foods, learn new languages or explore different cultures. They readily accept feedback and seek diverse points of view.
Closed Mindset
Belief: A Closed Mindset involves resistance to change, being unwilling to consider new ideas, and being determined in your own ways.
Example: Someone with a Closed Mindset may refuse to try new technologies, stick to traditional methods, and dismiss any suggestions or comments that challenge their existing beliefs.
Optimistic Mindset
Belief: An Optimistic Mindset is characterized by a positive outlook on life, seeing challenges as opportunities and believing that, generally, things will turn out well.
Example: An optimistic person may view job loss as an opportunity to explore new career paths and believe that even in difficult times, there is something to learn and gain.
Pessimistic Mindset
Belief: A Pessimistic Mindset involves a tendency to focus on the negative aspects of situations, expect the worst, and often view challenges as insurmountable.
Example: A pessimistic individual may anticipate that a project will fail and that any effort will be futile, leading to reduced motivation and a self-fulfilling prophecy.
Abundance Mindset
Belief: An Abundance Mindset is characterized by the belief that there are many opportunities, resources, and successes for everyone, and that the success of one does not limit the success of others.
Example: Someone with an Abundance Mindset views business competition as healthy and believes that their success does not mean that others cannot also thrive in the same market.
Scarcity Mindset
Belief: A Scarcity Mindset is the opposite of an Abundance Mindset. It involves the belief that resources, opportunities, and successes are limited and that one’s benefit comes at the expense of others.
Example: A person with a Scarcity Mindset may feel threatened by the success of their colleagues, fearing that it will diminish their own chances of advancement.
Expert Mindset
Belief: An Expert Mindset is characterized by a high level of confidence and a belief in one’s extensive knowledge and competence in a particular area.
Example: An Expert Mindset can be seen in a seasoned professional who has accumulated years of experience and feels very competent in his or her field.
Beginner Mindset
Belief: The Beginner Mindset involves approaching life with curiosity and humility, as if you were a novice eager to learn and explore.
Example: Someone with a Beginner Mindset is open to acquiring new skills or knowledge in a field they are unfamiliar with and does not assume they know everything.
Proactive Mindset
Belief: A Proactive Mindset is characterized by taking initiative, assuming responsibility, and actively seeking solutions to challenges and opportunities.
Example: A proactive person does not wait for problems to arise; They anticipate problems and take steps to prevent or address them before they become major obstacles.
Conclusions
Carol Dweck’s Mindset Theory is a framework that distinguishes between Fixed and Growth Mindsets, based on people’s beliefs about their abilities and potential.
A Fixed Mindset believes that skills are static, while a Growth Mindset believes that skills can be developed through effort. A person with a Fixed Mindset may avoid challenges, believing that they do not have a natural talent in that area, while a person with a Growth Mindset accepts challenges, knowing that effort can lead to improvement.
Understanding and adopting a Growth Mindset can lead to greater motivation, resilience, and a greater capacity for personal development and achievement. The fundamental principles of Mindset Theory serve as a foundation for fostering positive changes in people’s lives, particularly in the areas of education, personal development and coaching.
There are also other different types of Mindsets such as Open and Closed or Optimistic and Pessimistic. These various Mindsets can shape the way people approach life, make decisions, and respond to challenges and opportunities.
While people may naturally lean toward certain Mindsets, it is possible to cultivate them and shift between them through self-awareness and deliberate efforts. The choice of Mindset can significantly influence personal and professional growth and overall quality of life.
During the last years I have been studying the fascinating discipline of Ontological Coaching. This is a learning modality aimed at transforming the type of observer we are. It has the goal of expanding our possibilities and capacity for action, managing to increase our effectiveness and well-being.
The concept of Observer Change is one of the most powerful Ontological Coaching tools. When we approach a new goal of change or growth, our positioning as an observer may involve resistance or new transformational learning, and this will determine the results we obtain.
The Observer and the World
“We don’t see things as they are, we see things as we are.”
The observer appears when we consider the meaning we give to our actions. Every time we face a problem, the way we interpret it leads us to consider some actions and leave aside others. But if we change the way we view a problem, there will be a readjustment in our actions.
From the perspective of Ontological Coaching, there are no problems to solve externally, regardless of our thoughts and emotions. The way we see the problem is part of the problem. This is why the interpretation we have about a situation and the sensations it generates in us are central aspects that we must address to act effectively.
There are circumstances in which it is not about solving the problem, but about taking a new look at it. These are the cases in which, by transforming our observation perspective, modifying our interpretation of the facts, the situation no longer seems so problematic to us. Many times this change allows us to see possibilities or opportunities that until now seemed nonexistent to us.
“The world has problems that cannot be solved by thinking the same way we did when we created them.” – Albert Einstein
The Objective of the Observer Change
Coaching conversations aim to achieve a change in the observations and explanations we have about ourselves, about others, about the environment and circumstances, about what we judge possible or impossible, about what we value as a threat or opportunity.
The Ontological Coach approach helps the client separate the phenomenon from its interpretation. Our experiences are the things that happen to us in life and about them we develop interpretations and tell ourselves stories. These narratives give meaning to what happens and it is this meaning that opens or closes possibilities for us. In this way, our interpretation expands or restricts our actions.
The coaching process ensures that the coach can discriminate between verifiable facts and the opinion that has been formed about them. That he can review the foundations and validity of the judgments made and recognize his client’s beliefs.
Accessing a different observation or reframing one’s own interpretations allows one to observe events from another perspective. This opening of new horizons of meaning is what allows us to expand the capacity for action and achieve a significant change in results.
The OSAR Model
The OSAR model refers to the Ontological Coaching technique developed by Rafael Echeverría that explains the interactions between the Observer (O) the System (S), the Actions (A) and the Results (R).
The OSAR model in Ontological Coaching explores the interactions between the Observer (O), the System (S), the Actions (A) and the Results (R). This model is used to understand how individuals perceive, interpret and respond to situations. Here is an explanation of the OSAR model in Ontological Coaching:
Observer (O)
The Observer in the OSAR model represents an individual’s perspective, perception, and way of seeing the world. It encompasses your beliefs, values, emotions and cognitive processes. The Observer influences how individuals interpret and give meaning to their experiences. It’s about how they see themselves, others, and the world around them.
System (S)
The System refers to the context or environment in which the individual operates. It includes all external factors, people, relationships and circumstances that contribute to the situation. The System is the broader context in which an individual’s Actions and interactions take place. It can affect the way the individual perceives and responds to his or her environment.
Actions (A)
Actions in the OSAR model encompass the behaviors, decisions, choices and responses that an individual makes within a given System and based on their Observer perspective. Actions are a reflection of the individual’s beliefs, emotions and interpretations. They are influenced by both the Observer and the System.
Results (R)
Results represent the outcomes and consequences of actions taken by the individual within the System and influenced by their Observer perspective. Results can be both tangible and intangible and provide feedback that can inform the individual’s future actions and decisions.
The OSAR model suggests that there is a dynamic interaction between these four elements. The Observer’s perspective influences how they interpret the System, which, in turn, affects the Actions they take. These Actions lead to certain Results, which can further shape the Observer’s perspective and the cycle continues.
Learning Levels in the OSAR Model
Rafael Echeverría’s OSAR Model provides a framework for understanding learning and the Observer Change in the context of Ontological Coaching. Using the OSAR model, we can define three different types of learning that represent different levels of awareness and change:
First Order Learning
Second Order Learning
Transformational Learning
First Order Learning
Any Result has as its origin some Actions, which led to the fulfillment of said Result. Therefore, if we want to change something (Result), we will always have to see what Actions caused it.
That is why, first of all, the questions we must ask ourselves are “what should I do to obtain a different result” or “what should I not do, that I did do, to obtain a different result.”
Observer (O): In the context of First Order Learning, the Observer represents an individual’s existing perspective, beliefs, and interpretations. This perspective often reflects habitual or automatic ways of seeing the world.
System (S): The System encompasses the external environment and the context in which the individual operates. It includes the people, relationships, and circumstances that influence the individual’s experiences.
Actions (A): First Order Learning focuses on Actions that arise from the perspective of the existing Observer (O). These Actions are often habitual, based on pre-existing beliefs and assumptions, and may not lead to the desired Results.
Results (R): Results in First Order Learning are typically consistent with the existing Observer perspective. If an individual’s Observer has Limiting Beliefs, her Actions and Results will reflect those limitations.
In summary, First Order Learning consists of recognizing and improving the quality of Actions based on the perspective of the existing Observer. It involves making incremental changes to Actions within the framework of the existing belief system.
Second Order Learning
Here we go directly to the Observer of the Actions, we take a step back. If we are able to modify the Observer, or make him see another point of view that leads to another Result, then we will be performing Second Order Learning.
That Observer is influenced by your judgments, beliefs, positions and his ideas. Here the questions are more directed to “why” and “what are you basing it on”. For example: “You have always obtained the result with the same action plan. What would happen if you stopped doing it?”
“Insanity is always doing the same thing and expecting different results.” – Albert Einstein
Observer (O): In Second Order Learning, the Observer perspective is more conscious and open to change. The individual begins to question existing beliefs and interpretations of him.
System (S): The System remains the same, but the individual becomes more attuned to how his or her perspective influences his or her interactions within the System.
Actions (A): Second Order Learning involves Actions that are influenced by a changing perspective of the Observer. The individual is more open to trying different approaches and experimenting with new behaviors.
Results (R): Second Order Learning Results reflect the evolving perspective. The individual may experience some improvements and positive results as a consequence of the changing actions.
In summary, Second Order Learning involves exploring and adjusting Actions based on a changing Observer perspective. The individual becomes more open to new possibilities and begins to make behavioral changes based on this evolving awareness.
Transformational Learning
Here we are able to change the “Hard Core” of the Observer. We change our judgment, opinion or position, always immersed in the same System. They are the most profound changes, those that affect the Observer and the way he interacts with his System.
If we do not achieve the objectives of the original Observer that we are being, then we will have to change Observer to develop another Action plan that obtains different Results.
Observer (O): In Transformational Learning, the Observer’s perspective undergoes a profound change. The individual experiences a fundamental change in their beliefs, values and ways of seeing the world.
System (S): While the System remains the same, the individual’s transformed perspective allows him or her to interact with the System in entirely new ways.
Actions (A): Transformational Learning leads to Actions that are radically different from those of the individual’s previous self. The individual is willing to take risks and explore uncharted territories.
Results (R): Results in Transformational Learning reflect the profound and lasting changes in the individual’s life. They experience significant growth, both personally and professionally.
In short, Transformational Learning is the highest level of learning and change. It involves a profound change in the Observer’s perspective, which, in turn, leads to radically different Actions and Results. The individual is no longer bound by old patterns and limitations and adopts a new way of being.
Conclusions
The OSAR model suggests that there is a dynamic interaction between the Observer (O), the System (S), the Actions (A) and the Results (R). In Ontological Coaching, understanding this dynamic relationship is crucial to helping people make significant changes in their lives.
Coaches use the OSAR model to explore how the individual’s (Observer) perspective can be transformed to generate more effective Actions and achieve desired Results. By identifying and changing limiting beliefs and patterns in the Observer, Ontological Coaches help clients create more positive and constructive outcomes in their lives.
The OSAR Model in Ontological Coaching provides a structured framework to understand and facilitate different levels of learning and change. First Order Learning focuses on incremental improvements, Second Order Learning involves a changing perspective and evolving actions, while Transformational Learning represents a deep and lasting transformation in an individual’s beliefs, behaviors and outcomes. These concepts help coaches guide clients through various stages of personal and professional development.
Man using scissors to remove the word can’t to read I can do it concept for self belief, positive attitude and motivation
Beliefs are principles of behavior on which we act as if they were true. We build our beliefs based on our experience, and in turn, our beliefs influence our experiences. Our beliefs make some experiences possible and others not.
A belief is a public declaration of our way of seeing the world. To give an example, “money doesn’t buy happiness.” Each person has their own beliefs. There will be those who do not agree with the above and think that “having money is the only way to guarantee that our basic human needs are fully met.”
Some of our beliefs can limit our possibilities, and for this reason they are called Limiting Beliefs. In contrast, other beliefs may expand our possibilities and as such they are called Empowering Beliefs.
Limiting Beliefs
Limiting Beliefs are those things you believe about yourself that place limitations on your abilities. These Limiting Beliefs are a way of observing the world from perspectives that do not allow us to progress in many areas of our lives, depriving us of thriving as a person.
A Limiting Belief is something that manifests itself in your mood or something you believe about yourself that, in some way, conditions you. All of us have some beliefs that limit us, but if we learn to identify them we can avoid them proactively.
Limiting Beliefs are simply assumptions about reality that are not true. For our actions to have the greatest positive effect, we need to have beliefs that are as close to reality as possible; Deceiving ourselves will take us further from the goal.
These Limiting Beliefs tend to be based on certain experiences or on ideas and norms that we have acquired from our culture, education or peer group.
Examples of Limiting Beliefs
“I’m not able to do business, I’m too honest for this kind of negotiations.”
“It is impossible for me to be a public speaker, I’m too afraid to face an audience.”
“I can’t have serious relationships, probably I will never get married.”
“I’m incapable of learning a foreign language, it is too difficult for me.”
“I do not deserve to lead this project, I do not have the right skills.”
Empowering Beliefs
Empowering Beliefs, on the other hand, are responsible for improving our mood and self-esteem. Empowering Beliefs are those that help us move towards the goal that each of us sets for ourselves. They are beliefs that drive you to grow, to enhance the best in yourself and to meet your proposed goals.
These Empowering Beliefs come from the information and experiences that a person stores in the subconscious at different times in their life. When we have encouraging experiences, we have the strength, energy and inspiration to develop a positive and enthusiastic personality towards the world.
These are some of the characteristics of Empowering Beliefs:
They do not limit. They motivate us to achieve something specific.
They encourage the person to bring out the best version of themselves.
They help us to develop our full potential, focusing on achieving our goal.
They generate action, they do not paralyze, but rather they invite us to carry out actions.
They provide security and positive motivation.
Examples of Empowering Beliefs
“With great dedication, I will be able to learn French in a short period of time.”
“I already have many achievements and I will continue to be successful.”
“The selection process is tough, but I am prepared for the exams and interviews.”
“There are many candidates, but I am more qualified than most of them.”
“Although I have not found the perfect partner yet, it is just a question of time.”
Conclusions
A Limiting Belief can block you and not allow you to carry out actions that are totally logical. In contrast, an Empowering Belief can lead you to achieve the most impossible challenges. Therefore, changing your beliefs can change your life experience, and improve your life in a very decisive way.
It is important to recognize which are our Empowering Beliefs to find a way to continue enhancing them, and identify which are our Limiting Beliefs to find a way to change them.
We live in a time of constant change and extremely rapid technological progress. Some professions are disappearing and new professions are being created.
You will probably be forced to change professions during your lifetime. Most people will not retire in the same profession in which they started their career.
The big challenge for professionals in the modern world is that they never run out of options if they are forced to change careers. In other words, our goal is to always have good alternatives if we need to look for a new job or a new source of income.
The risk of the modern world is not just being unemployed. The risk is becoming obsolete. Being obsolete means having no options.
Optionality
What is Optionality? Optionality is a strategy to always increase our number of options.
In the context of our careers, the objective of the Optionality strategy is to guarantee that as a professional you will never be considered obsolete. We want to ensure that you will always have job offers and will always be able to find alternative sources of income.
In general, it is considered natural that a person’s options are reduced as they get older. We consider it normal for a professional over a certain age to become outdated and have much more difficulty getting a new job.
Thanks to the strategy of Optionality, we can achieve exactly the opposite: the older we get, the more alternatives we will have. We will never become obsolete, we will always be in-demand professionals.
Developing New Skills
To increase our number of options, it is necessary to constantly develop new skills. The secret is that while knowledge may become obsolete or a specific profession may disappear, our abilities never lose their value.
Skills serve as multipliers of our potential. Nowadays a large number of people have access to university studies that give access to good jobs. But if you want to really stand out in your profession, you need to develop a series of other skills that differentiate you from other professionals in your field.
This is the meaning of your Unique Value Proposition = How do you stand out from other professionals? Why are you different?
For example, most people are afraid of public speaking. If you can develop the ability to give talks, you will have an advantage over other professionals.
Another example, many competent professionals miss opportunities to be promoted because they never developed their team leadership attributes. Thus you can increase your chances of being promoted by investing in acquiring leadership skills.
Skills are Transferable
As we discussed earlier, most people will be forced to change careers during their lives. This means that part of their knowledge and experience may become useless in their new jobs.
Depending on your current occupation, some knowledge or experience may become irrelevant when you are forced to look for a new job. But skills that have been useful in the past generally continue to be valuable when a person makes a career change.
For example, if you have developed the ability to negotiate, this will be beneficial in a wide variety of situations. A person who knows how to defend their interests will always have an advantage over other people who are less assertive.
An aptitude, once conquered, will never become obsolete. Throughout history we have seen the disappearance of many professions and the emergence of others. But human abilities such as soft skills have been basically the same since time immemorial.
In recent years, generative models have transformed the landscape of Artificial Intelligence (AI) and Natural Language Processing (NLP). One remarkable example is the GPT (Generative Pre-trained Transformer) series of models developed by OpenAI. These models have demonstrated the ability to generate coherent and contextually relevant text, enabling applications like ChatGPT, which engages in human-like conversations.
Building upon this technology, companies can harness the potential of an Internal GPT: a generative model trained on their own proprietary data and internal documents. This article delves into the concept of the Internal GPT and outlines the numerous benefits it can offer to organizations across various domains.
The Concept of Internal GPT
The concept of the Internal GPT is similar to the concept of the Intranet. In the same way that the Intranet was used to give access to information that is private (proprietary) to some company or organization, the Internal GPT can be used to ask questions about topics that are specific to some company or organization, and get answers that are based on existing internal documents, wikis and emails.
The Internal GPT concept revolves around training a generative model using an organization’s internal data. This data may include company reports, emails, internal wikis, presentations, customer support interactions, and any other proprietary textual content. The model learns from this data and becomes proficient in understanding the company’s language, context, and domain-specific knowledge.
Approach: How to build an Internal GPT
Large Language Models (LLMs) such as the famous ChatGPT were built using public information available on the Internet (including articles, blogs and books). The Internal GPT models can be built by extending existing LLMs with additional texts. These texts can be extracted from wikis or from platforms such as Confluence. A professional Data Scientist knows how to create a new model combining the previous (public) model with the new (private) texts.
Benefits of the Internal GPT
When an employee asks a question using the Internal GPT, the answer he/she will get will be based on both the public and the private information. In other words, the answers will be based on a combination of public knowledge and proprietary documentation.
Therefore these answers will be unique:
The Internal GPT will generate answers that cannot be generated using ChatGPT.
The Internal GPT will provide answers that cannot be found in internal documents only.
In other words, this Internal GPT, combining public and private information, will be smarter than ChatGPT and also smarter than any existing platform inside the corporation.
Potential Applications of the Internal GPT
1. Enhanced Document Generation: An Internal GPT can generate coherent and relevant text, which can be incredibly useful for creating internal reports, presentations, and other documents. It can summarize complex data and offer insights in a language consistent with the company’s style.
2. Efficient Customer Support: By training the model on historical customer support interactions, an organization can develop an AI-powered assistant that understands common queries and provides accurate responses, relieving the burden on human support agents.
3. Knowledge Management: Internal GPT can serve as a smart search tool, making it easier for employees to find information within the organization’s vast knowledge repositories. This can expedite decision-making and enhance collaboration.
4. Automated Content Creation: From blog posts to marketing materials, an Internal GPT can aid in generating content, saving time and effort for content creators while maintaining brand voice and consistency.
5. Strategic Planning: By analyzing large volumes of internal data, an organization can leverage its Internal GPT to identify patterns, trends, and insights, thus supporting strategic decision-making.
6. Training and Onboarding: The model can assist in creating training materials and onboarding guides for new employees, ensuring a smooth transition into the company’s processes and culture.
7. Risk Assessment and Compliance: Internal GPT can assist legal and compliance teams by analyzing contracts, regulations, and internal policies, thus mitigating risks and ensuring adherence to guidelines.
8. Innovation and Idea Generation: When employees need inspiration or brainstorming assistance, the model can provide novel ideas based on its analysis of the organization’s historical data.
9. Personalized Communications: Marketing and sales teams can use the Internal GPT to craft personalized messages for customers, tailored to individual preferences and behaviors.
Conclusion
The Internal GPT represents a transformative leap in harnessing proprietary data for enhanced productivity, innovation, and decision-making. By training a generative model on internal documents, companies can create a customized AI assistant that understands their unique language and context. From generating documents to optimizing operations, the applications are diverse and impactful across industries. As the technology advances, organizations that embrace the power of Internal GPT stand to gain a competitive edge by unlocking the hidden potential within their data.
Please contact me if you would like to learn more about how to build an Internal GPT.
It is August 2023 and the hi-tech job market is very difficult. Here in Israel there are probably thousands of software developers, data scientists and QA engineers looking for a new job, but there are relatively very few open positions.
This situation is aggravated because many of these people looking for a job don’t have much professional experience. There are many young developers that graduated recently from universities, courses and bootcamps. Most of them are looking for their first job as a programmer, and many of them didn’t even have the opportunity to do an internship.
Israel also has many immigrants (which here are called New Olim). In the last 18 months, tens of thousands of people immigrated to Israel from Russia, Ukraine and Belarus. Among them, there are many engineers. These immigrants in general have previous experience, but it is difficult for them to find a job because they need to learn Hebrew and because they do not have a professional network in Israel.
As a consequence, recent statistics about the Israeli job market show that a junior developer may need 12 months on average to find his/her first job. This is lots of time: one year looking for a job! For any normal person this is a very difficult and challenging process.
In the rest of this article I will address two ideas: alternative ways to search for an interesting occupation and opportunities to use your time effectively while you search for a job.
Alternative ways to search for an interesting occupation
Let’s start with a famous joke:
A policeman sees a drunk man searching for something under a streetlight and asks what the drunk has lost. He says he lost his keys and they both look under the streetlight together. After a few minutes the policeman asks if he is sure he lost them here, and the drunk replies, no, and that he lost them in the park. The policeman asks why he is searching here, and the drunk replies, “this is where the light is”.
This joke illustrates the streetlight effect, or the drunkard’s search principle, which is a type of observational bias that occurs when people only search for something where it is easiest to look.
So now let’s say that you are a software developer or data scientist that lives in Israel. Do you need to search for a job only in Israel? Of course not! We are in 2023! Now, after the Covid Pandemic, we understand that professionals that do intellectual work can do their jobs 100% remote.
Thus you can live in Israel and work for a startup company in the United States, or participate in a project in the UK, or develop a system together with engineers in Germany and Holland. Your geographical location is not important, and therefore you should not restrict your job search to the country in which you have your residence.
Another question: Why have a single full-time job, when you could have multiple part-time jobs? If it is so difficult to find an open position as an employee in some company, I think it is time to consider being a freelancer and offering your services to people that may hire you, paying you per project or per time.
Again, it is 2023! This idea of having a full-time job as an employee is a very old concept, and today there are many more interesting options. This includes alternatives in which you will work less, make more money and have more fun.
I recommend you register to freelancer platforms and offer your services as a software developer. There are many such marketplaces for professionals looking for projects. The companies that use these marketplaces to search for service providers do not care about where you live.
Opportunities to use your time effectively while you search for a job
People normally say that searching for a job is a full-time job. But I think that this is what happens when unemployed people are sending too many CVs, or, like we say here in Israel: “shooting in all directions”.
In my opinion, the job search should be very focused. As a potential candidate you should send your CV only when relevant. I think it is a big waste of time for all parties when a person applies to some open position to which he or she does not have the qualifications.
Then the question: what should you do with the rest of your time while you search for a job? I think this question is very important, in particular in the context that the average job search can take almost a year.
I think that while you search for a job, you should invest in your education and the acquisition of new skills. And this is particularly important if there are new technologies that could give you a big advantage if you were able to learn them.
So let’s say for example that you are a PHP programmer. At this moment there is much more demand for Node.js developers. So perhaps while you search for a job using PHP you should also learn to program in Javascript.
Or let’s say that you are a software engineer but you think that Artificial Intelligence is fascinating. Then perhaps you should invest in doing a Data Science course and learn at least the basics of Machine Learning.
And obviously, if you are a new immigrant in Israel, you should learn Hebrew. It is possible to find a job in Israel if you only know English. But of course it is a clear disadvantage if you are not able to communicate with your co-workers in their own language.
In the case you don’t have any professional experience, you should search first for a non-paid internship. During the internship you will have the opportunity to work on a real project. Later you can use this internship period as a reference when you search for a paid job.
Finally, while you are unemployed it is very important to invest in Networking. Go to professional Conferences and Meetups, introduce yourself, make new contacts, perhaps even new friends. Who knows? Perhaps one of your new contacts will offer you an opportunity. There is such a thing called Luck, but you need to actively promote Serendipity.
Conclusions
Is it difficult to find a job?
Start searching where you have not been searching. You can work for any company, in any project, anywhere in the world.
Start searching for different kinds of occupations. You don’t need to be a full-time employee. You can be a freelancer and work part-time in multiple projects.
Do you have free time while searching for a job?
Do courses.
Acquire new skills.
Do a non-paid internship.
Invest in Networking.
Feel free to share other ideas in the comments below. Good luck!
A couple of months ago I presented a webinar in which we discussed the importance of our Reputation in our personal and professional development, and in particular in our job search. I explained why Networking is not enough, and how to really create the opportunities we want.
In this talk I shared useful guidelines about how to manage and develop your personal Reputation. I focused on providing practical advice about how to create opportunities by generating value to the people in your professional network.
I was recently invited by Sabra Tech (in Brazil) to present our startup Dooiu that is an innovative Social Fintech. Below is the video of the interview (in Portuguese) with my presentation followed by some interesting questions and discussion.
Dooiu is a platform from which two or more people can make calls and exchange knowledge for money. Dooiu is a solution for communicating to each other and making payments in a simple and clear way. It allows those who sell their time as teachers, consultants, or experts to increase their income and grow professionally. Also, it enables any person who wants to consult on any topic to pay a fair price for the services received.
Special thanks to Fernanda Toros who invited me to talk about our startup Dooiu.
Effective Software Design 