AI-readiness is an imperative at the New York Times

When the New York Times approached us and asked for us to host a session about AI for the ad team we knew we were going into an organization that had sophisticated AI already at work.

Want to know how users might misuse technology? Try it on a teen

We wanted to test out a new AI-specific design sprint ideas and couldn't think of a better place than a classroom full of RPA teens who were both digital natives and curious about how to design apps and AI-enabled products.

Starbucks knows technology needs to be human

When we were asked to speak to Starbucks' technology partners about AI, we wanted to leave them with one key idea; the paradox of personalization.

UX is now AX

If we want AI to increase human agency, add convenience, preserve privacy, develop trust and be more personalized, designers who understand the new rules of AX will have a huge advantage.

R/GA Is Even More Creative With Inspirational, Inclusive Design

When we were asked to run a workshop at R/GA's Global AI Summit on strategy and opportunity in the age of AI, our challenge was to be more creative than the creatives.

Starter kit: How to know if your organization is ready for AI

Leaders and talent management professionals need to understand AI because successful integration relies on people. This will be especially true post-COVID19 as economies and organizations recover. As an HR professional or talent manager, how can you assess AI readiness in your organization? To answer this question, we put together a talent development readiness kit for AI.

Adapting to a Level 3 workplace: Workshops and experiential learning in COVID

Now, with everyone at home—remote, virtual, distributed—there's a new challenge to add to the list; how to maintain productivity, engagement and learning. We've been working to get all our workshops and learning journeys at Level 3; adaptation.

How to be fair with AI in Hiring: Equality and Ethics in the Age of COVID

The coronavirus crisis is accelerating the adoption of AI-powered systems to recruit, evaluate, track and onboard employees. As our societies adjust to the shock of the crisis, likely including several cycles of self-isolation over the coming months, coronavirus is accelerating several prominent future-of-work trends. One of the most important is the use of automated hiring systems.

How To Think About AI and Work, Post COVID-19

Why we spent a week on designing a couple-centered problem solving system for COVID

Developing this process—including testing it—took us week of hard work. But we think it's been worth it. We discovered that it's possible to innovate on the process itself. We discovered that there are many ways to bring in people's experience and the experience of the experts. And we discovered things about ourselves as individuals and as a couple. We were...

How to build AI that humans want

Artificial intelligence is a new way to tell computers what people want. This means there are new requirements for design. Design has to take into account a whole host of new ideas — from telling computers about the values of individual and society to allowing individual users to provide feedback to a machine in a personally meaningful way, dynamically, in...

How to design human—centered, not human—futures, AI

Human-centered AI design must be the way forward. If AI design is untempered by human concerns for fairness, equity, justifiability and human accountability, if it only optimizes for one thing (profit), or if it is solely designed to create a future-you rather than understanding the future-you, then we all lose—especially in our authentic connections with others.

Facebook looks to radioactive tracing as a way to reduce bias in AI

Facebook has released research into a new technique called "radioactive data." The technique is analogous to the use of radioactive markers in medicine.

How people react to over-personalization

We are all individuals - we all have a sense of a unique core identity. We are not interchangeable. It is this truth that lies at the heart of problematic over-personalization.