(00:00-00:30) Daria Rudnik
Well, I think the most important thing is that AI can support teamwork and enhance our work, but we need to focus more on human and cognitive skills. Something that will collaborate with the team, but the team makes decisions. The team uses skills of learning mindset and critical thinking and empathy, emotional intelligence to create better solutions for other people. Well, people create for people, working with people, and AI is just helping you.

(00:42-01:06) Carrie Purcell
Welcome back to the Audio Life Podcast, where we tell your story in your voice. I'm your host today, Keri Purcell, and today I'm joined by Daria Rodnick. Daria is founder of Adra AI and a board member of the World Ethics Organization. She brings 15 years of global executive experience, including roles at Deloitte and as a former chief people officer working in the tech and telecom industries.

(01:06-01:26) Carrie Purcell
She's actually worked across six continents and has guided organizations through major challenges, including things like the great financial crisis wars and COVID-19. Today, she helps leaders break free from overwork by building self-sufficient teams to stay ahead of the rapidly evolving landscape and leveraging AI to do that.

(01:27-01:48) Carrie Purcell
Now, you can learn more about her work in her newly published chapter of The AI Revolution, Thriving Within Civilization's Next Big Disruption. And Daria's chapter is chapter 26. We're going to talk about it today. It's entitled Three Critical Skills Teams Need in the AI Era.

(01:48-02:17) Carrie Purcell
So if you're joining us on YouTube, you can see a little snapshot of the cover. You can see a little bit about her chapter, which we'll discuss more. And you can also learn more on her website, which is her name, DariaRudnik.com. So Daria, welcome to the show. I'm so excited to talk to you today. Thank you, Karis. Thank you. I'm very excited to be here. I'm very excited about the book that we co-created with 34 amazing AI experts and authors. So yeah, I'm kind of dissipating to this conversation.

(02:17-02:33) Carrie Purcell
Yeah, that's right. And that's wonderful. So people that follow the show, you will have heard from some of our co-authors already. We've had some of these conversations each, you know, it's 34 of us globally coming together to talk about the future, not just the future, the future and the today of AI.

(02:33-02:56) Carrie Purcell
from different perspectives in different domains, in different regions and so on. So I'm really excited about, you know, digging into Daria's today and what you can learn, but what you can actually just apply to your work today. Daria, maybe we'll start there. So if I asked you to tell us about your chapter in 60 seconds, what's that, you know, what's that short intro that people can expect?

(02:57-03:26) Carrie Purcell
Well, the chapter, what's not to expect, the chapter is not about like technical side of AI because there are a lot of many experts writing about that. But what I've noticed is how people sometimes don't use AI the best way and how teams in this new era need to start human AI collaboration and need to learn how to collaborate with AI effectively without offloading decision-making and delegating decision-making to AI, but rather taking insights from AI

(03:26-03:56) Carrie Purcell
and enhancing and developing their human cognitive skills like learning mindset, emotional intelligence, and political thinking. Wonderful. So your chapter says we're going to learn, you know, we're going to focus on the three skills. So those are the three skills that you just shared with us that you dig into more. Now, you talk earlier in your chapter about a few really interesting things. So you talk about, as you just said, how, you know, teams and AI can succeed, but also how they can fail.

(03:56-04:13) Carrie Purcell
And really highlighting how to manage that, how to look for those success strategies. You talk early on, so we'll get into some of those. You talk early on about cognitive offloading. I thought it would be really valuable to just explain that to our listeners at the beginning. Mm-hmm.

(04:14-04:35) Daria Rudnik
Cognitive offloading is actually a good thing in some way because there's so much information and we don't have to remember all of it. When you go to the supermarket, you have a shopping list and when you're driving somewhere, you don't have to remember the route, you don't have to study the map because you have a navigator.

(04:35-04:50) Daria Rudnik
But sometimes when, and there are things you can delegate to AI technology, sometimes it's called the Google effect when you don't actually learn things, because you know, you can always Google them online. And again, when it's

(04:50-05:15) Daria Rudnik
about the recipe, I mean, Google it, you don't have to remember that. But when it's about some deep knowledge or some things that your product, things you produce, your relationship with customers, insights you're getting from your customers, those things should never be delegated or offloaded to technology. And that when I talk and write about cognitive offloading, I want to warn leaders and teams

(05:15-05:38) Daria Rudnik
to overly overuse ai in in that sense yeah excellent so i mean there are and you talk about this really clearly uh as you just did in the book right there are um aspects of cognitive offloading that kind of open up mental space for let's call it more important tasks or other tasks that we should spend our mental energy on so something like remembering a shopping list maybe that

(05:38-06:00) Daria Rudnik
Maybe that's a great thing to offload. There's a benefit there. But with AI, there can be some risks to, and you can speak to this more, of course, but there can be some risk to our performance, our engagement, our critical thinking skills if we offload the wrong types of tasks, right? So with teams and particularly as leaders of teams, being able to assess what tasks are.

(06:00-06:29) Daria Rudnik
could be offloaded, could be, could be offloaded, could be delegated is becomes really important. And you talk about that. Is that a fair, uh, kind of recap? Yeah. Yeah. So I loved, uh, you know, in the book, you, you kind of take it, the next step that you take us to is a checklist to figure out what, what we can offload to AI, what we can delegate, uh, and what we shouldn't. Um, and you do talk about the difference between, uh, delegating, collaborating or leading, right? So if we think about, um,

(06:29-06:58) Daria Rudnik
like AI from a technical perspective, it's almost what are the tasks we can fully automate? What are the tasks that we should either use as kind of decision support for the human or have human in the loop on? And then what are the tasks that we really, if we're leading it, that we just really shouldn't be using AI? Is that fair? Yeah. I'm just saying that this distinction, I kind of, I mean, it's not like specific buckets where you can put, it's kind of the, like start the conversation and thinking about where that task belongs.

(06:58-07:25) Daria Rudnik
Yeah. Yeah. So, so how I'm going to open the book because you do this nicely. I'm going to encourage people, you know, we can't give you everything on the show. You'll have to, you'll have to actually dig into the book to get some of it, but, but you do offer a really, really nice checklist, right? So I think you call it the AI task navigator. Can you, can you maybe give a kind of a hint or a sample of how that works to help people kind of parse what tasks make sense to incorporate AI or not?

(07:26-07:43) Daria Rudnik
So basically everything that requires analysis of big, like lots of information should be done with the help of AI. And then the question is whether it's, what are you going to do with those insights? Is it something that's repetitive? That's, I mean,

(07:43-08:12) Daria Rudnik
the process is very clear, everything is super structured, there is no unpredictability, you can delegate it to AI or any other technology that you're using. But if the result of those insights and then the data that you analyze is something that relates to the core of your product or relationship with your clients or any other human collaboration that you need to jump in and actually use and analyze those insights.

(08:13-08:35) Daria Rudnik
When you have a conversation with a person, I don't think you need AI to build like relationship with them. Although now I kind of started thinking you might use it to prepare for the conversation. You might use it as a personal coach or trainer. But when you are in the conversation with someone, I mean, AI will be just a destructor there and will take like...

(08:35-09:02) Daria Rudnik
It will take your focus away from the human to human connection and empathy and when you need emotional intelligence to connect with another person. Yes, wonderful. So you talk about ensuring that AI doesn't replace people but empowers people. Recognizing where those human skills, be it empathy or various other human skills are human, are important to retain versus empathy.

(09:02-09:16) Daria Rudnik
What AI can help empower us with is really important. Now, for anybody listening, if that didn't sound like something you can use today, in the book, you're going to get this list that says, I'll try to show you here for a minute.

(09:17-09:43) Daria Rudnik
I'll give you maybe an example or two. So starting at the very beginning, you know, you're going to ask yourself, is this part of your team's core function? Okay, so when I think about automating or incorporating AI, is this task that I'm thinking about part of our team's core function? If yes, then we're looking at AI-human collaboration. So AI can assist, but the human has to lead. If no, we can move to the next question. I'll give you one more, but I won't give you all of them. So now, does this task directly create value for stakeholders?

(09:43-09:56) Daria Rudnik
If yes, AI human collaboration can work. So AI supports, but humans ensure quality. If no, we can move on to the next question and so on. So it's really broken down that if you're listening and you're saying, hey, that's really important, but I don't know how to do it.

(09:56-10:17) Daria Rudnik
Dig into the chapter 26 and that checklist and just walk yourself through that thinking. Now, if you'll share with us, Daria, you do share a case study. I'll call it a case study that helps people give a concrete example of why this matters and how it could work within a customer success team. Can you share just a little bit about that? Mm-hmm.

(10:17-10:46) Daria Rudnik
I have actually a couple of examples and they're different. So the one is when some teams that I've seen working, so it's not a specific team, but there were some kind of different teams I've witnessed. So what they did is they were very automated and they had this AI support. So they had the conversations with clients, then they uploaded all the information, all the like scripts and transcripts of the conversations to AI. AI did the analysis.

(10:46-11:05) Daria Rudnik
gave some insights. Those insights were taken, put into the CRM or the database. But they were not, I mean, it was very fast. I mean, they increased the speed. But during what happened during the team meetings, it felt like the managers, they didn't,

(11:05-11:24) Daria Rudnik
They lost the connection with the client because like what was before they kind of knew their clients in and out. They knew their challenges, they knew their pains, they knew people. And now what they need, they need to go to the CRM to check what their insights, because they didn't generate those insights. They kind of used what AI have generated for them.

(11:24-11:42) Daria Rudnik
They put them into the CRM, but they didn't live it through. And same thing happens sometimes with the product teams when they create a backlog with the help of AI, and they don't own that backlog. They are not engaged in going through every detail and prioritizing those items.

(11:42-12:00) Daria Rudnik
That's kind of one way of overusing or misusing AI influencers team. The other I recently noticed is there was a manager and she was struggling with the team issues. I mean, there was some unmotivated employee.

(12:00-12:29) Daria Rudnik
So she went through the course, she learned some frameworks. What she did, she uploaded the, she described the situation to AI, uploaded the framework. AI gave her nice recommendations based on the framework, what she needs to do. And that's it. Because she had that dopamine kind of, okay, she's accomplished something as if she has solved the situation. Yeah. And that's, I mean, of course you can't control that. And it might sound, I mean,

(12:29-12:50) Daria Rudnik
Strange, but we are human beings. There is a biology inside us. When we accomplish something, we have this dopamine hit and then, okay, we feel good. And there's no motivation to move forward and actually act on that unless you use your critical thinking and learning mindset and move forward with this plan.

(12:50-13:05) Daria Rudnik
Yeah, excellent. Good example. So I know I jumped right into the book. Tell us a little bit about your professional background. And I'm particularly curious about your coaching and having developed an AI coach. Yeah.

(13:05-13:29) Daria Rudnik
Well, my background is mostly in HR and organizational development. As you mentioned, I used to be chief people officer for mostly tech and telecom companies. About five years ago, I switched to what I can do best and love to best, that is leadership development and team development, working with teams and leaders so that they feel good at work. We all deserve better workplaces.

(13:30-13:58) Daria Rudnik
And when the AI hit, it was a nice toy. Everyone was playing with it. I wanted to play with it as well. So I'm still exploring how AI can help solving some easy, simple challenges that we face. And by easy, I don't mean like they're easy, they are irrelevant or unimportant. By easy, I mean there was a certain solution. There was step one, step two, step three. If you do them, you can solve those problems.

(13:58-14:23) Daria Rudnik
And there are lots of things like that in time management, sometimes in communication, where you don't have to actually change your mindset or beliefs. You need to change your behavior, you need to apply certain frameworks, and you can find the solution. The problem with current general AI chatbots is that when you ask a question, you get some generic response that you cannot use.

(14:23-14:47) Daria Rudnik
So what I was trying to do is help people go through the challenge using some concepts that AI will find in those challenges, like motivation or engagement or collaboration, provide some frameworks that the person can use. So that kind of breaks down the complex challenge or complex problem into smaller bits.

(14:47-15:12) Daria Rudnik
that are manageable, that are doable, providing some frameworks that people can try and use. Because you don't need human-to-human coaching to solve some easy changes. You can do it yourself with the help of AI. But when it comes to something that's really major, something that you try to do over and over again, you can't do that. It just doesn't go.

(15:12-15:35) Daria Rudnik
You need someone from the external, you need a human to support you in this hard change. So I kind of wanted to differentiate my work. Let's focus on important stuff and let's spend your time and money on something that really matters and all the easy change, easy challenges you can tackle with the help of AI.

(15:35-15:53) Daria Rudnik
Very, very neat. So this tool you've created or the website where I can go find it is Adra.ai. Can anybody use it? Is it just for your clients? Is there kind of a prescripted way for, you know, when to go to an AI coach versus a human coach?

(15:54-16:10) Daria Rudnik
Anyway, for now, and I think, I mean, I really think forever anyone can use it. It's still in development. It still doesn't do everything I want it to do. I'm still playing with it. And I really love feedback and seeing what people talk and how they communicate. So yes, anyone can use that.

(16:10-16:31) Daria Rudnik
And you can start using it with any problem, any question that you have. And then when you feel stuck and you see that AI is not helping you, then you can go to Human Coach, whether it's me or you or someone else who can help them tackle their problems. But now anyone can use it at hydra.ai and it'll help me make it better.

(16:32-16:59) Daria Rudnik
Wonderful. Very, very cool. I hope people check it out, play around with it, give you some feedback and some user testing. I think I want to dig into your professional career a little bit more because you have such an interesting and rich background. And one element I want to ask you about that I don't know a lot about is you have worked across six continents, a lot of geography, a lot of major challenges, as we mentioned. Tell us a little bit about that journey.

(17:00-17:24) Daria Rudnik
I was lucky enough to work for some great companies. They were the first to introduce me to different countries. I'm originally from Moscow, Russia, and while being there, I used to work with European offices, with Baltic countries, with Sweden, Nicaragua, Peru, some Asian countries, lots of different locations.

(17:24-17:50) Daria Rudnik
On one hand, it gave me this broad perspective. On the other hand, like when people ask me about cultural differences, I say, well, humans, we're all different. Yeah. Oh, good answer. Of course, yes. There are certain kind of things like in Nicaragua, like there was a mañana, we'll do tomorrow thing. But the core of us is we're all humans. We're all different. And we work in a team setting.

(17:50-18:17) Daria Rudnik
Don't think about the cultural differences. Think about the human in front of you and try to understand the human. Don't use your biases on what that culture could look like. Yeah, that's great. That's really good insight. And now for a word from our sponsors. Ready to share your stories and life philosophy or capture those of a parent or grandparent?

(18:17-18:36) Carrie Purcell
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(18:37-18:55) Daria Rudnik
How can I think about that in the context, you know, I'm based in Canada, so we're still very, very aware and proactive about trying to create diverse teams and valuing and learning from and honoring, you know, multiculturalism.

(18:55-19:20) Daria Rudnik
So how do I think about if I, if I, I mean, I think it's very, very fair and insightful to say, you know what, every human is different. And whatever you might think about their culture is not a fair bias to bring in, right? You told us where you were born, but you've lived all over the world, right? You have a lot of influences in that, that I can't just say, okay, well, you're, you know, I can't just kind of put you in a box, right?

(19:20-19:37) Daria Rudnik
So how do I think about that in the context of diversity, particularly if we're measuring diversity on teams? I was thinking about one organization recently and I'm not a fan of kind of policies for diversity because you can't fake it.

(19:37-19:59) Daria Rudnik
I mean, you can have as many women or like minorities on the team, but you can't fake real diversity. And what shows up is when you have a team, you kind of measured it post-factum when at some point you see this in this team, every, for example, women is leaving the board.

(20:00-20:29) Daria Rudnik
or every minority is not staying for a long time. And then that is an indicator. It's not the policy. It's not what we say on the website. It's how we behave and what happens and how we analyze things when someone with different opinions, someone with different background is living or is feeling uncomfortable. That is where we should address diversity. And if an organization really wants to do that,

(20:29-20:44) Daria Rudnik
That's the point to start those conversations and try to understand, okay, how can we help? How can we fix that? Great. Good. Thank you for that. Tell us a little bit about your work with the World Ethics Organization.

(20:45-21:08) Daria Rudnik
I met Richard Messing, who's the president and founder of the World Ethics Organization at the time when I really needed more ethics. It was the time when the Russia-Ukrainian war started and I really felt that ethics is what we need. And I still believe, I mean, I still like four years, three, four years later, I still feel that we do need a lot of

(21:08-21:32) Daria Rudnik
ethical conversations. People very easily take sides and say, this is right and this is wrong. But ethics is not just about stating what's right and what's wrong. It's about trying to find and discuss and kind of think through. And again, critical thinking, learning mindset and emotional intelligence.

(21:32-22:00) Daria Rudnik
are very important while exploring ethical questions. So I joined as one of the first members of the board. What we're doing, we bring lots of great people from different academia, from business, from tech. We're still a startup. We're still a small startup. We're sometimes very ineffective. Sometimes we're amazing.

(22:00-22:25) Daria Rudnik
that's that's how it goes yeah yeah but uh what we're trying to do is we're trying to make the world more ethical so people talk about ethics think about ethics learn ethics uh and hopefully that will help us live or at least our children live in a better world yeah wonderful so a couple questions on that um discussing and considering um

(22:25-22:39) Daria Rudnik
Perspectives on what's ethical is part of the exercise. And within the organization, do you use or develop any frameworks to help to kind of navigate that conversation at all?

(22:40-23:08) Daria Rudnik
We have a change agent course that is kind of helps people understand the paradoxical nature of human being, where we always face a paradox and how we solve those paradoxes. We have the ethical round tables. These are weekly conversations where people meet and discuss ethical dilemmas. At some point we thought of, okay, should we create an ethical framework that would like fit everyone?

(23:08-23:31) Daria Rudnik
And we understood that we can't because ethics is different. That's where culture takes place. I mean, you cannot create an ultimate ethical code. But you can start having those conversations through these discussions or a course. These are the main things that we have now that help people have those conversations. Yeah.

(23:31-23:59) Daria Rudnik
Okay. And are those conversations ever centered around ethics with AI, where, of course, there are lots and lots of risks and concerns? Well, we do have AI on our agenda. To be honest, I'm not sure. I guess, probably. I'm not sure. I'm not present at every ethical roundtable. I mean, they're weekly, on a weekly basis. And most probably they had some conversations there. But AI is definitely on their agenda. Yeah.

(24:00-24:25) Daria Rudnik
Yeah, okay, great. Just a very, very interesting area at the moment. So, curious what people are talking about, what they're working on. So, from your, you know, a couple of questions just from your work on the book. On a personal side, was there anything that you wrestled with that, you know, you debated internally as you wrote and maybe it made it in the book or maybe it didn't?

(24:26-24:31) Daria Rudnik
how much should I use AI while writing the book? Yeah, excellent. I love that.

(24:32-24:59) Daria Rudnik
Do you want to expand on that? Yeah. It's a learning curve, again, how to use AI, when to not to use AI. And this task navigator, AI navigator actually helped me. Oh, excellent. It did help me with research about the cognitive offloading and Google effect and things like that and some scientific background, like research on those topics.

(24:59-25:17) Daria Rudnik
It did help me with some more structured approach to like how to structure the chapter. It did definitely help me with my spelling and grammar because English is not my first language. At some point I used it, I kind of tried to use it to create like text.

(25:17-25:46) Daria Rudnik
But it didn't sound like me. And I know you can train it to sound like me. So it was kind of a mixture. It helped me create something. I would write it or write something. It changes the wordings to sound more natural. So kind of this kind of collaboration. Yeah. So I love that you shared that. I think, you know, when people read text today, they're definitely wondering how much has been AI generated or supported.

(25:47-26:13) Daria Rudnik
Throughout this book, you get a huge range of styles of expertise. You know, I'm sure in many ways that people did use AI for support. You can tell that AI did not write the book. But yours is the first chapter. Now, I haven't read them all yet, but I'm more than halfway through the book. Yours is the first one that I've seen with a disclaimer on the end, which I really liked. Do you want me to read it or do you want to just explain what you read? No, no.

(26:16-26:43) Daria Rudnik
yeah yeah you did so you say so so you put right at right at the very end you put it it's literally says disclaimer this text was created with the help of ai cross-checked with multiple llms and ideated and edited by humans according to the ai task navigator this chapter qualifies as an ai human collaboration so i i really liked that you know practical everyday like how how are we using it where does it make sense um

(26:44-27:00) Daria Rudnik
Is it doing a kind of a spelling and grammar check today? Absolutely. Why not? Right? Doing a full translation. I think for, you know, there are some kind of low risk use cases where that's perfectly fine to do a full translation of your chapter in here.

(27:00-27:17) Daria Rudnik
I don't think, probably not. I'm not the expert, but I, you know, I don't know that it's at the point where it can get the nuances. But anyway, who knows? But yeah, just kind of looking at that workflow where it can help with some of the research or some of the ideation or structure or...

(27:17-27:42) Daria Rudnik
Even just putting your chapter in and getting feedback on it, having AI act as a reviewer for you or having those kinds of tasks. So anyway, I liked your honesty and openness about how you used it because everybody's wondering and we're talking about what are the right ways to use this? What are the most benefit that we can get and how can we avoid risks?

(27:43-28:00) Daria Rudnik
So I want to, you know, as we go into just a little bit more on the personal side, I want to ask you a couple of things about how, so maybe a favorite use of AI in your personal life. I don't, I mean, I don't think I use AI for personal stuff.

(28:01-28:28) Daria Rudnik
I tried to use it for some recipes, but I find that like Googling them is more effective. Yeah. So it's mostly work, research, yeah, structure. Good. You're the second author who said that, who kind of really differentiated work life from personal life. You know, some of our other co-authors use it for recipes, use it for shopping lists, use it for like music, movie recommendations, that kind of thing.

(28:28-28:45) Daria Rudnik
But yeah, you're, you know, you're the second so far that's like, well, you know, it really fits this side of my life. And then this side of my life is just not really adding value right now. What about, you know, what are you kind of most excited about with AI looking forward?

(28:46-29:16) Daria Rudnik
Well, given that I have this HR background, I really see AI helping people fit into different organizational roles where we don't have to live through the work charts and kind of try to squeeze the person in this little square, but can have more fluid organizations where people are matched to jobs based on their skill sets and strengths.

(29:16-29:45) Daria Rudnik
data, I can use information from the courses that people are taking, the skill set, experience, and kind of match jobs to human skills. And that's interesting because that kind of changes the concept, probably would change the concept of teams that I'm very passionate about, but we'll see. We'll see how it evolves. I don't know yet, but I see there is a huge potential in that.

(29:46-30:13) Daria Rudnik
Yeah, there's really, really interesting potential there. I think using AI and HR, I mean, there's immense potential. There are tools that are out there now. There's a lot of work where people are thinking and creating. And then there's concern over the risks of bias within AI, particularly in the HR field, right? So while it can probably do so much for us, we have to be so careful on that ethical side of things.

(30:13-30:31) Daria Rudnik
I don't know if that's something that you think much about or have opinions on. That's why I say you have insights from AI and you need to understand where they're coming from. What's the process? What was the process? I mean, sometimes you now can see the way the AI is thinking.

(30:31-30:58) Daria Rudnik
believe in results, like I'm doing this, I'm analyzing this information, I have this conclusion based on this information, now my next step is I'm analyzing this. And when you see that, you say, okay, no, that's wrong. Don't use that information for the insight and you can fix that. Yeah, that's excellent. Good. Well, what is one thing that you, you know, a key takeaway or insight that you hope people take from your chapter or your work or even our conversation today?

(30:59-31:20) Daria Rudnik
Well, I think the most important thing is that AI can support teamwork and enhance our work, but we need to focus more on human and cognitive skills. And especially while working with teams, using AI as a partner, as a... I don't like the word co-pilot.

(31:20-31:49) Daria Rudnik
Kind of something that will collaborate with the team, but the team makes decisions. The team uses skills of learning mindset and critical thinking and empathy, emotional intelligence to create better solutions for other people. Well, people create for people working with people and AI is just helping in that. Yeah, really beautifully put. Where can people learn more about your work or connect with you?

(31:50-32:03) Daria Rudnik
I think the easiest thing, the easiest would be on LinkedIn. I'm very active on LinkedIn. So I'm happy to connect, happy to chat. There was a link to my website, my Calendly link. So I think LinkedIn is the best, the best.

(32:04-32:32) Daria Rudnik
Good, excellent. And we can put in our show notes and on YouTube, we can put links for Daria's contact information for you. Daria, was there anything else you wanted to share with our audience that I haven't asked you about? Actually, yeah. Good, please do. Apart from being a co-author of this amazing book with also many great AI experts, I'm about to publish my own book, my solo book, that's called Clicking, and it's about building self-sufficient teams.

(32:32-32:54) Daria Rudnik
So it's about how teams can, how leaders can help teams be more effective and engaged and take, help overloaded leaders because leaders are so stretched thing with multiple demands from the top, from the bottom, from the clients, from the economy situation, everything.

(32:54-33:22) Daria Rudnik
leaders and managers are just overloaded and stressed out and burned out. So by building teams that can think together, work together, use AI to create better results, teams can focus on and leaders can focus on what matters, which is strategy and people development. So I think the book will be published, I hope, sometime late August.

(33:22-33:50) Daria Rudnik
Okay, very, very cool. So we're recording June 2025. So late August 2025, just end of summer or going into the fall, at least if you're on my side of the world, is when we can look for it. It's called Clicking. And if you followed, especially after our conversation, if you follow Daria on LinkedIn, you'll probably see some little sneak peeks. I think I saw a post not too long ago to help give feedback on the cover. Okay.

(33:50-34:15) Daria Rudnik
So some exciting things coming around the corner. That's wonderful. Thank you so much. So again, you know, you've been listening to our conversation today with Daria, one of our co-authors on the AI revolution, thriving within civilization's next big disruption. You can look for her new book over the next few months called Clicking. And this has been another episode of the Audio Life podcast where we tell your story and your words.

(34:15-34:32) Daria Rudnik
I'm your host today, Keri Purcell, again joined by Daria Rudnick. And if you like what you heard, don't forget to rate our show and subscribe so you never miss an episode. We'll be back in two weeks with another one for you. Daria, thank you so much for joining us today. Thank you, Keri. It was a great conversation. Good. It's been my pleasure.

(34:33-35:01) Daria Rudnik
Hi, everyone. So in light of my conversation with Daria Rudnick, I thought it would be really nice to add my own disclaimer to how we produce this podcast. Now, we've had a lot of conversations about AI lately. It is the hot topic, particularly in the work world, but for a lot of people in their personal life as well. And, you know, in podcast production, there are a lot of ways that we could be using AI. I want to tell you how AudioLife does and doesn't use AI.

(35:01-35:30) Daria Rudnik
I don't use AI for research on our guests. So I do that personally. I do not use AI to write our intros. So I write those personally. I do not use AI to develop our questions. Although sometimes if we're adapting our approach or depending on who we're talking to, we may use AI to give suggestions or feedback on that. So we may use it for kind of ideation on that side. We may use it for input on the questions as well.

(35:31-35:57) Daria Rudnik
We do use an AI tool for our transcripts. So if you go into our podcast or YouTube, you can get transcripts that AI has transcribed for you. We do not use AI in our editing. There are AI tools out there. The platform that we use allows you to use some AI to cut things manually. You know, there are also content creation tools that we can just put all of the content in and it will

(35:57-36:17) Daria Rudnik
pop out short videos for you and things like that um though we've tested and played around with those we don't use those so we do we use human editors you've probably heard about our uh superstar audio engineer c um at at some point in the past we also pick all of our clips our intro clips and we do our short promotional clips um

(36:17-36:43) Daria Rudnik
ourselves, we did not use AI for branding, although I know people do and you can. So for, you know, somebody who is an AI enthusiast and researcher, Audio Life is a very human podcast and a very human production. And while we will always be open to how we can incorporate AI and exploring tools and thinking about the workflows, you know, one of the things that you will have taken from the conversation with Daria is the importance of

(36:44-37:05) Daria Rudnik
valuing that human piece, right? So where is human empathy important? Where is human creativity important? Where is those critical thinking skills important? And where can AI empower us or support us? But with AudioLife, I just thought I would share with you that it's quite light on AI in our production and our planning.

(37:05-37:33) Daria Rudnik
I will give you one more. When we do our show notes, our head of ops who prepares the show notes will use an AI summary to begin with. We usually edit it from there, but we do take that AI summary. So we do use that for show notes. I don't think I've missed anything else, but I hope those AI algorithms are helping to recommend us so that people hear and see what we're talking about. And that's the disclaimer for today. Thanks, everyone.

(37:34-37:53) Carrie Purcell
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