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Mark Zuckerberg’s vision for AI isn’t a single chatbot like OpenAI’s ChatGPT or Anthropic’s Claude; he instead envisions as many chatbots as there are Meta users, each infused with unique personalities and likenesses.

At the 2024 SIGGRAPH conference on Monday, Zuckerberg told Nvidia CEO Jensen Huang about Meta’s new AI studio, released the same day to U.S. users. The AI studio allows anyone to create an AI chatbot modeled after themselves or a fictional character — with no code required.

“We want to empower all the people who use our products to basically create agents for themselves,” Zuckerberg explained.

The chatbots work across Instagram, Messenger, Whatsapp, and the web, and Meta has a handbook that guides interested AI creators through the process of making one.

Huang said he was “super excited” about creator AI and called it a “home run idea.”

He stated that the power to create AI now extends to the hundreds of millions of small businesses that use Meta’s products.

“We eventually want to be able to pull in all of your content and very quickly stand up a business agent and be able to interact with your customers and do sales and customer support,” Zuckerberg said.

Related: Mark Zuckerberg Says This CEO Is the ‘Taylor Swift’ of Tech

He positioned the AI studio as the first step towards custom AI chatbots that could help small businesses and creators interact more personally with their communities. The AI personalities would be trained on the material needed to properly represent the business.

^{Meta CEO Mark Zuckerberg. Jason Henry/Bloomberg via Getty Images}

Meta’s AI studio had bots like GreenThumbGuru, which focused on gardening tips, and The Sassy Psychic Priscilla, which advertised “real talk, no fluff,” at the time of writing.

Zuckerberg said that one of the top use cases so far for Meta AI has been emotional support. People are using AI to think through difficult social situations, like asking their manager for a promotion.

This is where the flexibility to create different AI personalities comes in handy compared to a unified AI model, according to Zuckerberg.

“It’s all part of this bigger view we have that there shouldn’t just be one big AI,” Zuckerberg said. “We just think that the world will be better and more interesting if there’s a diversity of these different things.”

Related: Mark Zuckerberg Says Apple’s ‘Constrained’ Platform Is the ‘Major Reason’ He’s Pushing for Open Source AI

Zoom CEO Eric Yuan had a similar outlook on the future of AI.

In a June interview, Yuan told The Verge that his vision was to have an AI version of himself attend meetings, act as a personal assistant, and send him summaries of meetings. Custom AI bots have the potential to cut the five-day workweek down to four or three days, he said.

In a stunning display of skill and mental fortitude, Stephen Nedoroscik, the U.S. pommel horse specialist, helped deliver the U.S. men’s gymnastics team’s first Olympic medal in nearly two decades. It was a task described as “impossible” by Olympic reporter Will Graves.

The critical moment came during a routine that brought the crowd to its feet in Bercy Arena. Sam Mikulak, former Olympic gymnast turned mentor, had a key moment with Nedoroscik before his routine. He told Nedoroscik that a controlled effort at 80% would suffice, knowing full well that Nedoroscik has a 100% commitment to his sport and problem-solving — including his Rubik’s Cube playing hobby.

“You have to trick yourself,” Mikulak, a three-time Olympian turned coach, told AP News. “You’ve got to make sure you don’t let all the noise get into your head.”

Mikulak’s mental coaching kept Nedoroscik composed amidst the monumental pressure of the Olympic stage.

The U.S. gymnastics team was just a routine away from clinching a medal, following an impressive series of performances from team members Frederick Richard, Brody Malone, Paul Juda, and Asher Hong.

Nedoroscik’s routine was hailed a masterclass in pommel horse excellence, earning resounding approval from his teammates and the throngs of American supporters present. His final score of 14.866 served as a decisive “exclamation point” on the U.S. team’s efforts.

Much anticipation surrounds Nedoroscik as he enters the event finals on Wednesday, carrying the top qualifying score—a testament to his hard work and innovation in the sport. Whatever the outcome, Monday’s performance cements his legacy and inspires both his teammates and fans worldwide with his big heart.

“I’m really proud of these guys,” he said while sitting with his gold medal teammates. “I love you boys.”

Read more at AP News

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The 2024 Summer Olympics are making a bang in Paris, France, but local businesses are saying sales are anything but booming.

Despite an influx of visitors and tourists coming to watch the games, local business owners are reporting slow summer days due to several factors affecting the city and surrounding areas, including acts of vandalism and security issues.

In addition to increased security measures around the city, including metal detectors and police checkpoints, certain landmarks and tourist attractions also have restricted and limited access for visitors, which means surrounding businesses are suffering.

Related: Delta CEO Says the Airline Will Suffer a $100 Million Loss Due to 2024 Paris Olympic Games

“It’s been very slow since the beginning of June,” menswear shop owner Jean-Pierre Salson told the Associated Press. “July is worse. There’s a lot less tourists, from all the countries. I think they’re avoiding France and Paris because they’re afraid of the Olympics.”

While Parisian locals often opt to leave the city for summer vacation, tourists without tickets to the games are avoiding the area, too.

In a joint statement to Paris24, a group of restaurant, hotel, retail, and nightspot unions said that, despite optimistic forecasts, “many professionals have seen their revenue fall by 30 percent compared with previous years.”

Hotel prices have also skyrocketed, making visitors choose other European locales to visit this summer, instead.

“It’s very quiet now,” said Guillaume Faller, a restaurant manager in Paris, per the AP. “Much quieter than the same period last year. But I think it will bounce back in a few days. In any case, I hope so.”

Airlines are also feeling the brunt.

Related: Paris Olympics Athletes: Food a ‘Disaster,’ Teams Hire Chefs

Earlier this month, Delta Airlines announced it was anticipating a $100 million quarterly loss due to the Olympics.

“Unless you’re going to the Olympics, people aren’t going to Paris … very few are,” CEO Ed Bastian said, at the time. “Business travel, you know, other types of tourism is potentially going elsewhere.”

The 2024 Summer Olympic Games began on Friday, July 26, and continue through Sunday, August 11.

In business, everyone has an opinion. It can be easy for founders to get swayed by the latest trends, customer chatter, or investor pressure. However, for Christian Toetzke, founder and CEO of the global fitness racing craze HYROX, staying true to his original vision has been key to the company’s explosive growth.

“You have to be very convinced about your product and the DNA of a product. And you have to stick to the game plan,” he says.

Toetzke appears this week on an episode of One Day with Jon Bier to talk about the power of persistence, the importance of retaining company equity, and other lessons he’s learned since launching his brand in 2017.

Staying the course

By any metrics, HYROX is a success. Competitors run 1 km during the races, followed by one functional workout station, repeated eight times. In 2024, 260,000 people are expected to participate in 60 global events in 65 countries. Sponsors include Red Bull, Puma and Centr.

Still, Toetzke says he’s frequently asked to tinker with the formula.

“In the last five years, I don’t know how many people told me what we have to do.”

The number one request he gets is to change the workouts, which are always the same and include the farmer’s carry, rowing, SkiErg, wall balls, burpee broad jumps, sandbag lunges, and sled push and pull. But Toetzke says he’s studied the most successful sports in the world—marathons, triathlons, golf, tennis, Olympic sports—and notes they never change the fundamental rules of the competition.

Sports are “built around principles and rules and history and heritage,” he says.

Moreover, constantly changing the competition makes it impossible to compare the results of past competitors.

“In traditional sports, you have world records, and that’s one of the strongest marking tools in the world of sports,” he says. “If someone breaks a world record in a hundred-meter run, he’s immediately a global superstar.”

Related: How One Company Transformed a Medical Device into a Mass Market Phenomenon

Being reliable

By maintaining consistency, Toetzke has built a strong brand identity for HYROX. He wants to make it the “marathon of fitness” — a gold standard event that remains consistent across locations.

He admits they still have work to do on this front. As HYROX expands globally, he personally attends events worldwide to ensure they meet brand standards. “I see one million things they did differently in Melbourne and Mexico City. And that’s what we have to change.”

He wants HYROX to be a consistent, reliable experience for participants worldwide.

“To control the brand that is exploding globally, everyone has to follow the same game plan. Everyone has to follow the brand DNA. That’s a difficult task and not easy to do because with more and more people involved, everyone has own ideas how to do it.”

Related: 40 Entrepreneurs Share Their Secrets to Staying Focused

Innovating with constraints

This is not to say that HYROX isn’t in favor of innovation. Toetzke says that HYROX continually tries to evolve and improve without changing the fundamentals of the sport.

He uses the iPhone as an example. Since its inception, there have been 42 different models with different features, but the basic look has remained the same.

In that regard, Hyrox has made significant innovations in its technology, as well as practical innovations with its equipment. Recently, they introduced sensors so that counting during the wall ball competition is done digitally, taking the onus off the judges. Through their partnership with Centr, the Official Equipment Partner of HYROX, the competition kettlebells are now designed with a unique ‘octo’ shape to allow for better weight distribution and handling during the farmer’s carry.

Taking financial risk

In an era where many startups rush to secure venture capital, often at the cost of significant ownership dilution, Toetzke calls for a more measured approach.

“My biggest advice is if you really believe in your product, try to keep as many shares as possible as long as you can,” he says. “Don’t take the quick money; take the risk.”

He warns against being the “guy who drives the whole business, who’s running all the operations, while the investors are making all the money but do nothing for the business.”

Related: How to Fund Your Business With Venture Capital

Fostering community

Another factor in HYROX’s success has been its ability to build a strong, engaged community around the brand. Toetzke says that 60 to 80 percent of the HYROX community view fitness as integral to their social life.

“You’re not just going to a gym. It’s your group of people. It’s your community, and that is now happening in every gym around the world.”

Toetzke envisions gyms becoming modern-day clubhouses, similar to golf clubs, where members form strong social bonds.

You go together to a HYROX event where you compete together, and you represent your gym,” he says. “Suddenly it’s emotional, suddenly it’s become a community.”

When it comes to thought leadership, content marketers love to talk about authenticity. However, other aspects of a thought leadership content strategy might be more relevant. Every leader working on their thought leadership content has heard the A word: authenticity.

The Oxford Dictionary defines authenticity as “of undisputed origin and not a copy; genuine,” and to me, that is a given when it comes to a thought leadership strategy — but it shouldn’t be the only thing that you focus on.

In fact, I’d say there are more important aspects to focus on if you want your thought leadership strategy to work in the long run for your personal brand.

In this article, I’ll define what an authentic thought leadership strategy is, explain why it’s not the only thing you should focus on, and tell you which alternative approach will give you optimal long-term results. Let’s start with the basics.

Related: Authenticity Is the Latest Business Buzzword — But Don’t Fall Into Its Trap. You Need to Balance It With This.

What is authentic thought leadership?

An authentic thought leadership strategy involves sharing genuine insights about your expert topic or industry.

It focuses on showcasing personal values along with action steps, showing a legitimate alignment between thoughts and actions. And as a strategy, it prioritizes original and honest interactions and communication, encouraging trust and accountability not only with their audience but also with their teams and stakeholders.

Isn’t that what every leader aims to be? That’s why there’s more to thought leadership than just authenticity.

Why not focus only on authenticity?

While sharing original content is one of the fundamental pillars of thought leadership, it’s not the only important aspect of it.

And here’s why: Scientific studies show that the average person needs to hear the same message around two to seven times to take action. This concept became known as the marketing rule of seven. As the American writer Zig Ziglar put it: “Repetition is the mother of learning, the father of action, which makes it the architect of accomplishment.”

This means that if you don’t repeat your message enough times, all that authentic thought leadership is lost in content limbo. And worse: it means that your content is unlikely to have a meaningful impact on your audience or stakeholders. People need to engage with your thought leadership messages multiple times for them to “sink in.”

All the effort (and money) you put into authentic content, and a thought leadership strategy is wasted. Alone, authenticity is not enough to make a lasting impact. Without consistency, you might as well throw those carefully crafted pieces of content to the wind.

Related: 5 Key Elements to Master Thought Leadership and Establish Your Credibility

Consistency is the new authenticity — here’s why

Personally, I think consistency is the undervalued side of most thought leadership content strategies. But it shouldn’t be.

Merriam-Webster defines consistency as “steadfast adherence to the same principles, course, form, etc.” Consistent leaders adhere to the same principles every day. It helps to define who they are and how they serve their community.

As studies show, messages need repetition if they’re to be effective. Having a consistent message, then, leads to a true, meaningful impact. And just as it would in any relationship, consistency builds a trustworthy foundation.

But that doesn’t mean you must repeat your message word-by-word or post the same content every week. Consistency is about evolution, not mindless repetition.

Instead of copying and pasting previous work, bring authenticity into each message, providing new insights and building on your previous content. This will help to ensure that your audience grows into long-term followers and helps you achieve the ultimate goal of a thought leadership strategy: becoming a trustworthy industry resource.

That consistency can show up in a thought leadership strategy in several ways, too. It’s not only about having an increasingly insightful content strategy that builds on your authentic message every week. Consistency is also about showing up for your audience, team and stakeholders genuinely, actively joining conversations, answering questions in a timely manner and offering feedback when necessary.

When you break down your thought leadership strategy into bite-size pieces, working on them consistently, your message builds up over time, and your results last much longer than a single (and accidental) viral post.

Without consistency, your authenticity might lose its purpose, as you might jump around ideas and projects. This will also make it more difficult to determine what parts of your thought leadership strategy work and where the successes and failures are.

Related: What Your Brand Needs to Unlock The Power of Thought Leadership

Establishing a consistent thought leadership strategy

Thought leadership is a marathon, not a sprint: It takes time and consistent effort. While the occasional viral post is a great motivator, it won’t guarantee long-term success and a reputation as a thought leader.

Nurture your audience consistently, and they will regularly return for your advice. Remain true to your values and principles, and your followers will know exactly where you stand and what insights they will find.

Consistency used to be the forgotten sibling of authenticity — but not anymore!

As an entrepreneur, amateur athlete, and father of two, I know that multitasking is sometimes the only option for getting anything done. Juggling tasks is often expected of us — by our companies and families alike.

This is exactly why I’m trying to avoid multitasking as much as possible during my individual work hours. And I’m doing all I can to kill what I call a ‘multitasking culture’ in my company.

As a productivity expert, I’ve encountered many productivity myths centered around multitasking. Some of those are so deeply rooted in our thinking that we may see them as universal truths instead of the fiction they really are. I’ve grouped those assumptions into four main myths that may be hurting your company’s efficiency.

Related: Why Hearing a ‘No’ is the Best ‘Yes’ for an Entrepreneur

Myth #1: Multitasking employees are more productive

I’m sure you’re familiar with companies that resemble a bee hive — the hustle and bustle is always there, and everyone looks busy and stressed most of the time. If we had the time and capacity to analyze such organizations, I’m sure most of them would turn out to exhibit a ‘multitasking culture’ — an environment where you’re judged by the number of tasks you juggle instead of the results you bring.

Still, countless companies fall into the trap of mixing up productivity with ‘looking busy.’ If you simply want to look busy, multitasking may indeed be one strategy to use. But if you are a multitasker striving to be productive, I have bad news for you.

The research findings indicating the harmful effects of multitasking are compelling, from it interfering with your working memory to the propensity to have attention lapses and just generally forgetting things.

In simple terms, the human brain can’t efficiently handle multiple complex tasks simultaneously. That’s why multitasking often leads to context switching, which can be time-consuming and error-prone.

Related: Want to Start a Business? Skip the MBA, Says Bestselling Author

Myth #2: Multitasking helps your team meet deadlines

Adding to the previous myth — instead of helping you reach your goals, multitasking slows you down because of the mental strain associated with jumping from one task to another. Therefore, multitasking can lead to delays and missed deadlines.

Focused work with clear priorities is an evergreen tactic for effective time management. My approach is to interchange periods of focused work with strategic breaks and promote this practice to my team as well.

This is nothing new — ten years ago, our study discovered the 52/17 work-break ratio of the most productive people. The study found that combining 52-minute sessions of uninterrupted work with 17-minute breaks is the golden ratio to achieve maximum productivity during your workday.

This approach still works for me, even though sometimes I adjust the length of either of those periods to suit my needs. Employees can also choose an individual work-break ratio—it might as well be the Pomodoro Technique with its 25/5 ratio—whatever works for them as long as it doesn’t entail jumping from task to task every two minutes.

Myth #3: A multitasking boss is an indispensable boss

While multitasking might make a manager seem like a jack-of-all-trades, it can also portray a lack of prioritization and planning skills. Even worse, if they try to micromanage employees and poke their noses into everyone else’s jobs.

Focusing on a manager’s core responsibilities demonstrates much greater value and expertise. Being omnipresent and leading are two different things — if you’re doing the latter right.

I think it’s best to have a self-sufficient team that can do all or most of the tasks independently of the manager’s input. That said, the manager should be available to answer strategic questions and give team guidance.

Related: Why Smart People Don’t Multitask

Myth #4: Employees are productive if they respond quickly

Employees often feel obliged to answer their boss’s messages or emails instantly just because they’re afraid to appear distracted or slacking. In my company, we try to do the opposite – what matters is the result of your work, not the speed of responding to emails or Slack messages.

I respect that employees’ individual work styles can differ; therefore, nobody’s forced always to be available. That said, some positions require responsiveness more than others (think developer vs. human resources rep).

I encourage my team to use Slack’s status updates, indicating that they’re in a meeting or lunch break, and use custom statuses, e.g., “focused work” status. As a hybrid team, some of us often work remotely, and such minor team updates keep everyone in the loop about what others are doing.

Should you ditch multitasking for good?

Finally, multitasking may not be all bad for you or your company. Some studies have shown that multitasking fuels productivity, which may be relevant for your team. If you’re not ready to go cold turkey on multitasking, keeping some parts that you think are beneficial may be wiser and gradually phase out the rest. As with all things, the best approach is about striking a balance.

I have written and spoken on radio shows about productivity, and one thing is for sure – productivity is an ever-topical subject. People will never stop searching for the perfect productivity recipe.

But perhaps the most exciting thing about productivity is that the ideal recipe doesn’t exist, and you have to keep searching for it and fine-tuning the details. Even if you got the base dish right, you might need to adjust your seasoning time after time because what worked for you last year may no longer be potent today.

The U.S. Presidential race is heating up after the news that Vice President Kamala Harris is the presumed Democratic nominee for the 2024 Presidential Election.

And while major business and tech leaders are split on their support for Harris or the Republican nominee, former U.S. President Donald Trump, one billionaire says he’s been contacted about cryptocurrency.

Related: Mark Cuban Slams ‘Soulmate’ Elon Musk, Says Silicon Valley’s Support for Trump Is a ‘Bitcoin Play’

In an interview this week with crypto-focused publication Decrypt, “Shark Tank” star Mark Cuban said that, after being contacted by Harris’s team with questions, it was a “good sign” for the future of the business if elected.

“I’m getting multiple questions from her camp about crypto,” he told the outlet. “The feedback I’m getting, but certainly not confirmed by the VP, is that she will be far more open to business, [artificial intelligence], crypto and government as a service.”

Cuban, an avid Bitcoin owner and supporter, has accused Silicon Valley leaders supporting Trump of a “Bitcoin play.”

“What will drive the price of BTC is lower tax rates and tariffs, which if history is any guide (and it’s not always ), will be inflationary,” Cuban explained on X. “Combine that with global uncertainty as to the geopolitical role of the USA, and the impact on the US Dollar as a reserve currency, and you can’t align the stars any better for a BTC price acceleration.”

Harris has not formally taken a stance on crypto in the past, but President Biden’s stance has been traditionally unfavorable.

In May, Biden vetoed a bill set to repeal the U.S. Securities and Exchange Commission’s Staff Accounting Bulletin 121, which “directs financial institutions holding crypto for customers to keep the assets on their own balance sheets,” according to Coindesk.

Related: Billionaires, CEOs Respond President Biden’s Decision

“By virtue of invoking the Congressional Review Act, this Republican-led resolution would inappropriately constrain the SEC’s ability to set forth appropriate guardrails and address future issues,” Biden said in an official White House statement at the time.

Cuban has not formally endorsed a presidential candidate but has shared a few Harris memes on social media.

Starting out is always tough, especially when building a team for an early-stage startup. Founders often lack the resources to attract and retain top talent, but having a strong team is critical to the product’s success.

From the candidate’s perspective, joining an early-stage startup might look like this: an unknown company; it could be a huge success, but it could also flop. The tasks are certainly interesting, but the level of uncertainty is high, the сompensation is modest, and there are no guarantees.

From the founder’s perspective, the situation is no better: there is no large budget, no established HR brand, no market positions, and it’s challenging to compete with the industry’s big players.

How can these two realities be brought together? Here are some tips I’ve developed and tested through personal experience. So, let’s dive deeper into it.

Related: Being a Good Manager Isn’t Enough — Here Are 5 Leadership Skills That Will Keep Your Employees Around

1. HR is not just about compensation — start with your culture

Building a strong culture is fundamental, and it should be a priority from day one. You’ve probably heard the iconic phrase “Culture eats strategy for breakfast.” Before creating and implementing a business strategy, it’s crucial to know who you are, where you currently stand, where you aspire to go, and the grand vision behind your company. Understand your core values and what values you aim to share with the world.

Founders must answer all these questions before starting to recruit and hire. This forms the mission, vision, and strategy of the startup. From these insights, you can develop an EVP.

2. Identify competencies and behavioral indicators

Next, consider the type of people you want on your team or those who will thrive with you. This involves understanding competencies and behavioral indicators.

For example, in a startup, employees need to have developed flexibility and adaptability since we work in a rapidly changing environment. We also highly value openness to new ideas, healthy ambition, a readiness to take risks for innovation, and the ability to stay calm and decisive under uncertainty and pressure.

If someone lacks these traits, it will be challenging for everyone involved, resulting in poor task performance. This employee probably won’t remain with the company for very long.

Related: From Crisis to Control — How to Lead Effectively in High-Stress Scenarios

3. Formulate your EVP and clearly communicate It

Startup-ready people are typically passionate enthusiasts and risk-takers. They value freedom, room for creativity, a sense of belonging to something significant, and opportunities for career growth. Ensure you offer these. If compensation is below market level, consider offering extra perks like stock options.

On the flip side, understand that startups aren’t for everyone. A candidate could be an outstanding specialist, but they won’t be happy if their mindset doesn’t fit the startup culture. No matter how many perks you offer, such as corporate psychologists, fitness trainers, family insurance, or interest clubs, if the person values stability and status, they won’t join a startup.

For a startup founder, it’s essential to talk about the product’s growth and future potential, communicate a culture of excitement and development, and emphasize the benefits and values it contributes to the world. These triggers are effective in attracting like-minded individuals. This should be part of your EVP — Employee Value Proposition. Choosing a job isn’t always about the pay. You need to know exactly who you’re looking for and understand the needs and expectations of potential candidates to attract the right talent.

4. Start building HR processes

Creating HR processes for an early-stage startup requires balancing structure and flexibility. Essential tasks like hiring and defining roles are set up immediately, while other processes develop over time as the startup expands.

Key HR areas include:

• Recruiting
• Training and development
• Performance management
• Compensation and bonuses
• Corporate culture and internal communications
• Performance evaluation
• Offboarding, etc.

Yes, you will have to deal with all this, and it will be a challenging journey.

Related: How HR Professionals Can Effectively Balance the Needs of the Employees and the Business

5. Consider outsourcing HR back office

For early-stage startups, the main difficulty lies in determining where, how, and when to search for the right talent. The workload is extensive, and experience is often limited, especially with only 24 hours in a day. Moreover, the founder needs to keep their strategic focus on the product. If you try to handle everything alone, the chances of approaching a successful and scalable business model drop dramatically.

Consider outsourcing HR Back Office processes. A team of specialists can manage all aspects, including recruitment, hiring, culture-building, HR branding, and creating retention and development programs.

By outsourcing HR tasks, you can speed up hiring and cut the costs associated with attracting and retaining talent. Most importantly, this frees you to dive deep into product development and reach your goals more quickly.

Building a team is a bottleneck for early-stage startups. This is primarily because of limited resources, high uncertainty, and difficulties in attracting and retaining talent. An early-stage startup is not a classic business, so HR processes for such projects have their own unique complexities.

Today’s top companies were once founded and developed by enthusiasts who believed in the big idea and took risks. Your task is to find such dreamers, innovators, and visionaries for your project — those who are ready to share the risks with you and strive together towards a big goal. The key to assembling your dream team is to know your mission, goals, and values clearly. With this clarity, finding people who share your mindset, worldview, and culture will be much easier.