Hugh Molotsi

  In an earlier video , I described how AI works as "smart guesses".   But how does AI decide which word to guess next? In this simple-to-understand video, I explain the core idea behind transformers, the technology that powers ChatGPT and modern AI systems.  

  “We tend to overestimate the effect of a technology in the short run and underestimate the effect in the long run.” — Roy Amara Roy Amara’s observation, often called Amara’s Law , perfectly captures the current moment in generative AI. We are almost certainly overestimating what AI can safely and economically do in the short term. At the same time, we may be underestimating how profoundly it will reshape work, software, organizations, and human productivity over the long term. That tension is important. The problem is not that AI is useless. Quite the opposite. Generative AI is already a remarkably useful assistant. It can help people write, summarize, brainstorm, research, code, analyze, and learn faster. Used well, it can expand what an individual is capable of doing. The problem is that we are confusing a powerful assistant with an autonomous worker. I created this simple explainer video where I describe generative AI as a “smart guesser.” That phrase is intenti...

  This video is my attempt to describe Generative AI in a way that's simple enough for anyone to understand so they know best how to use it.

  This article was first published on LinkedIn .  CEO succession planning is one of the most consequential responsibilities of a board—yet too often, it’s treated as a reactive event. It shouldn’t be. Succession planning should be an ongoing discipline, not something that begins when a CEO signals their departure—or when a crisis forces action. The best organizations build it into their operating rhythm. A few principles I’ve been reflecting on: Internal candidates outperform external hires According to study by the Yale School of Management, insiders promoted to the CEO role consistently outperform outside hires. And yet, we often overvalue external candidates. We trust polished interviews over years of observed performance—despit...

Photo by August de Richelieu This article was first published on LinkedIn Early in my career, I was invited to join an interview panel tasked with evaluating software developer candidates. Beyond assessing their technical skills, we were also asked to evaluate their "culture fit." The guidance we received was simple: apply the Lunch Test . Would you want to have lunch with this person even if you didn’t work together? At the time, this seemed like a reasonable measure. After all, I would only choose to have lunch with someone I liked, and liking a colleague felt important—especially for someone I would end up spending a lot of time working with in the trenches. Over time, however, I realized that the Lunch Test was deeply flawed. It was an easy way for bias—both conscious and unconscious—to seep into the hiring process. ...

  This article was first published on LinkedIn . Quincy Jones was arguably the most influential and successful music producer of our generation. When he passed away in 2024, he left an indelible mark on the music, film, and television industries—one that will likely never be rivaled. His career spanned multiple musical generations and genres, and he collaborated with some of the greatest artists of all time, including Duke Ellington, Sarah Vaughan, Ray Charles, Frank Sinatra, and Michael Jackson. Along the way, he amassed an astonishing 28 Grammy Awards, solidifying his place as a true legend. Beyond his musical genius, Quincy Jones was a leader whose legacy offers valuable lessons for anyone seeking to inspire, innovate, and excel. Here are four of the most impactful leadership lessons we can learn from him. ...