Russ Becker

CEO @Talogy | Talent, leadership & Human × AI | Better talent decisions. Stronger business performance.

[Russ Becker @RussBecker]

AI fluency is only part of the picture. To understand capability and potential, we also need to assess how people apply judgment, solve problems, and learn as the tools evolve.
https://t.co/ewva33JuuU

[Russ Becker @RussBecker]

What does high potential look like in an AI-driven world? https://t.co/wSIp4STuoT

[Russ Becker @RussBecker]

AI is changing what it takes to succeed. Are we changing how we recognize potential?

Today's performance matters. So does the capacity to learn, adapt, and handle greater complexity.

https://t.co/wSIp4SU2er

[Russ Becker @RussBecker]

AI can inform a decision. Leaders still own its consequences.

As we build AI capability, we need equal attention on the judgment, self-awareness, and values of the people using it.

A useful perspective from our team at Talogy: https://t.co/TceaHWO0ke

[Russ Becker @RussBecker]

AI can help people produce answers faster. How are we helping them develop the judgment to evaluate those answers?

As entry-level work changes, developing future talent needs to be part of the AI strategy. https://t.co/ZWsp8uFqlb

[Russ Becker @RussBecker]

Great sales organizations shouldn’t just define what winning looks like. They should define how they want to win.

How salespeople listen, challenge, advise and deliver on commitments says a lot about the values of the organization they represent.

How you win matters. https://t.co/ZdGtbip0wm

[Russ Becker @RussBecker]

More capable AI does not automatically create more capable organizations.

If performance improves only while the tool is present, we may be increasing output while weakening judgment.

The goal of Human × AI should be productivity today and stronger human capability over time.https://t.co/w7RKA2rm3n

[Russ Becker @RussBecker]

AI does not reduce the need to understand people. It increases it.

As AI becomes widely available, the advantage shifts to the people using it: their judgment, adaptability and ability to turn AI into performance.

The technology may be common. Human capability to use it isn't.

[Russ Becker @RussBecker]

A hiring process can work exactly as designed and still fail the person going through it.

The goal isn’t to make AI seem more human. It’s to use AI to make hiring more human: clearer, fairer, and more personal.

Three practical ways to get there: https://t.co/Fwm3qYVTox

[Russ Becker @RussBecker]

Human vs AI = Competition
Human + AI = Augmentation
Human x AI = Amplification

It is time to start thing about how we use AI to change what is possible. We need to stop thinking about replacing human potential and start thinking about multiplying it.

[Russ Becker @RussBecker]

I think a lot of people are missing what is possible. The future of performance isn't human vs AI. And it is more than human + AI. It's human x AI.

[Russ Becker @RussBecker]

AI can make hiring faster and still make candidates feel invisible.

The measure of progress isn’t how much we automate. It’s whether AI helps create a clearer, fairer, and more human candidate experience.

A useful perspective from @talogy_global:
https://t.co/Fwm3qYVTox

[Russ Becker @RussBecker]

The future isn’t Human + AI. It’s Human × AI.

Talent shouldn’t be additive. It should be multiplied.

Combine AI’s capabilities with human judgment and adaptability to amplify performance now and build capability for what comes next.

https://t.co/MKyPeX0EyL

[Russ Becker @RussBecker]

Progression ≠ Leadership.

We asked 500 early-career professionals what they value most at work. Progression ranked near the top. Leadership ranked near the bottom.

Career growth doesn't just mean moving into management. People want to grow without necessarily leading a team. https://t.co/7ABLmKK48o

[Russ Becker @RussBecker]

AI isn't just taking jobs. It might be making us worse at the ones we keep. A great read on the "Productivity Paradox of AI" and the very real risk of "deskilling." If the machine does the reasoning, what happens when it makes a mistake. https://t.co/YQJ8s8EIWb

[Russ Becker @RussBecker]

@mcuban Completely agree. One of the less discussed risks of AI is that we automate away the experiences that used to build judgment.

If people get fewer repetitions, observation and coaching, we need new ways to create them.

Simulation could be a big part of that.

[Russ Becker @RussBecker]

The most dangerous coaching blind spot may be the coach.

Models and frameworks matter. But without self-awareness, a coach’s ego, need to help, or desire to be liked can shape the conversation.

That’s why emotional intelligence matters.

https://t.co/ncE6vfMKuJ

[Russ Becker @RussBecker]

Is measuring AI fluency enough in the age of AI? https://t.co/8A7CsSDM41

[Russ Becker @RussBecker]

Most HiPo programs wait until mid-career to identify potential. By then, you've already missed your window.
The indicators show up early. The question is whether your organization is looking. https://t.co/C5RZXV9xY4

[Russ Becker @RussBecker]

Most sales hiring mistakes are not bad hires.

They are bad matches.

We keep hiring “great salespeople” and wondering why performance lags.

The real question is fit by role, not talent in general.

Here’s how to think about it:https://t.co/qHEHAsUTPv