• Cultivate
    【美国】数字领导力培训平台Cultivate获得800万美元的融资 日前,一家利用人工智能(AI)在企业内部提供即时反馈和管理培训的数字领导力培训平台,宣布了一项800万美元的A轮融资,以发展其进入市场的团队和产品。Trinity Ventures进行了首轮融资,之前的投资者包括彭博贝塔(Bloomberg Beta)、硅谷数据资本(Silicon Valley Data Capital)和SAP.iO。Trinity Ventures的Karan Mehandru将加入Cultivate董事会。自2018年夏天退出三星NEXT加速器项目以来,Cultivate已完成了总计1000万美元的融资。 根据2018年对5000多名员工进行的一项人力管理研究,77%认为自己的老板是糟糕的管理者的受访者打算在未来12个月内离开公司。由于每月有200万名员工离职,企业每年都有110亿美元的营业额损失。虽然糟糕的管理者影响员工体验的问题是明确定义的,但对于寻求提升领导者管理技能的全球企业来说,没有可扩展的、成本效益高的解决方案。 培养旨在通过利用非结构化的交流数据(而不是传统的调查)来解决这种领导力发展差距,从而使个人经理能够洞悉自己的行为和易于执行的行动,以加强他们的工作场所关系。Cultivate通过Office 365、Google Suite、Team和Slack等渠道查看经理自己的数字通信数据,以直接向选择加入该服务的经理提供私人反馈和指导。Cultivate的经理还可以根据与团队之间的关系,向Culttivate反馈以微调。 目前,包括SAP在内的一些全球最大企业正在使用Cultivate,SAP已将其部署到500多个管理人员中。丹·海利说:“ Cultivate帮助SAP北美人力资源部门重新思考了如何更好地指导领导者。作为一个人领导者,Cultivate给了我个人和客观的反馈,而这些都是我无法从传统形式的自我报告中获得的。” SAP北美地区高级副总裁兼人力资源负责人说:“在SAP,我们所做的一切都以人为中心。Cultivate就是帮助我们培养有同理心、有包容心、有责任感的未来领导者” 联合创始人兼首席执行官约瑟夫·弗里德(Joseph Freed)与萨米尔·梅加尼(Samir Meghani)和安迪·霍恩(Andy Horng)共同创立了Cultivate,后者此前曾在加利福尼亚大学伯克利分校的Jagust Lab从事复杂数据建模技术的研究。“Cultivate来自于我自己作为人民领袖的需要。我想知道我对待别人的方式是否不同,但我自己却没有意识到,”弗里德说。“我发现,当今的主动反馈形式(例如脉冲调查或360年代)并不能为我提供影响任何有意义的变化所需的自我意识。鉴于我在工作中的大部分关系都是数字化的,我想要一个对我有用的AI工具,解析数据以使我洞悉我作为领导者的沟通方式以及可以改进的地方。企业转型的未来是可增强个人能力的扩展工具。” 大大小小的公司都知道,他们最宝贵的与众不同之处就是员工。因此,领先企业投资于员工培训和领导才能发展以保持在激烈的全球人才争夺战中的优势也就不足为奇了。” Trinity Ventures普通合伙人兼培养董事会成员Karan Mehandru说。“Cultivate是市场上唯一可以无限扩展的解决方案,可以帮助人事管理者将其领导技能提升到新的水平。”   关于Cultivate “培养”的使命是帮助企业用数据来改造下一代领导者。没有调查或用户输入,Cultivate将经理的数字沟通数据转化为可操作的领导力洞察力。Cultivate的AI驱动的培训平台提供实时反馈和建议,以提高管理者的领导技能,加强在数字时代的职场关系。Cultivate与全球财富500强企业合作,并已获得1000万美元的融资,这些融资来自于专注于未来工作的领先风险资本投资者,如Trinity Ventures和Bloomberg Beta。   关于Trinity Ventures Trinity Ventures是一家顶级风险投资公司,在早期阶段采取个人投资方式。三十多年来,Trinity帮助富有激情的企业家,用突破性的想法改变市场和生活。该公司管理着13.7亿美元的承诺资本,投资于消费者和企业科技公司。Trinity的投资组合包括星巴克(Starbucks)、Zulily和New Relic等标志性品牌,以及Auth0、Cohesity、Turo和Outreach等“独角兽”品牌。   以上由AI翻译,仅供参考! 作者:PRWEB 来源:https://www.prweb.com/releases/cultivate_raises_8m_to_bring_scalable_ai_driven_leadership_coaching_to_the_enterprise/prweb16688184.htm
    Cultivate
    2019年11月08日
  • Cultivate
    Human-Centered A.I. is the Future of Talent Management Will A.I. eliminate my job? It’s a clickbait title most of us are now familiar with. In recent years we’ve been met with a wave of articles and soundbites — ranging from the realistic to apocalyptic — speculating as to whether A.I. will replace human jobs, take over the world, or otherwise render Us insignificant. Tesla CEO Elon Musk has even gone so far as to suggest that the volume of jobs that will be lost due to automation will create the need for a universal basic income. A fear of new technology, and of the impact that that technology will have upon the job market is not new. Technological developments that arose during the Industrial Revolution created public fear of mass unemployment (a fear that ultimately proved to be unfounded given the large number of new jobs these technologies created). Yet the narratives have never felt quite so existential before this moment. So what is different about A.I. that has so captured the public interest, and it seems, fear? It seems to lie in the idea that intelligent machines will not seek to supplement aspects of our existence, but rather, replace us entirely. Computer Scientist Subhash Kak advocates for this idea with respect to the job market in his think piece for NBC News (a piece, it is worth noting, entitled “Will robots take your job?”). The reason A.I presents a greater threat to society as we know it, he argues, is “today’s A.I. technology aims to replacethe human mind,” not simply to make industries more efficient (my emphasis). It would be naive to ignore the reality of Kak’s argument with respect to tasks requiring learning and judgement. A.I. is already replacing human decision-making in industries such as transportation and manufacturing. But are all applications of A.I. really aiming to replace the human mind in the workplace? And should they? There are other views — and other technological frameworks — to be had here. “Human-Centered A.I.” In opposition to A.I.’s “takeover” rhetoric exists a school of thought that explicitly acknowledges the benefit of partnership between humans and intelligent machines. Fei-Fei Li, director of the Stanford Artificial Intelligence Lab, calls this approach “human-centered A.I.” — a framework for guiding the development of intelligent machines by human concerns. At a high level, the goals of human-centered A.I. are as follows: A.I. should aim to enhance human thought rather than replace it A.I. should encompass the more nuanced and contextual aspects of human intellect, aided by outside fields such as psychology and sociology The development of A.I. technology should be guided by a concern for its effect on humans There are a number of cross-industry applications of A.I. that can be viewed within this partnership framework. Take, for example, the development of robots used to reduce costs, time, and human-error during surgery, allowing doctors to focus on the more nuanced aspects of the surgical process. Or, developments of A.I. in agriculture, such as Blue River Technology’s “see and spray” technique for applying herbicide only where needed, saving farmers money on herbicide and delivering a more sustainable product to consumers. But perhaps even more in contrast to the fear of a robot taking one’s job, is the increasing extent to which A.I. is being applied the field of talent management. That is to say, A.I. is being used to actually improve the workplace and the worker experience, rather than replace the worker. A.I. as a Tool for Improving the Workplace In the past several years, we have seen an emergence of companies applying A.I. to problems in talent management. From Paradox.AI’s Olivia, to Beameryand Textio, its fair to say that A.I. is on HR’s radar in a way that it wasn’t 5 years ago. What’s interesting about this trend is that unlike other industries with a stronghold in A.I., talent management has until recently been viewed almost exclusively as a “fuzzier” aspect of the business. It is an industry built on relationships, human connections, and emotional intelligence, and yet, it is being improved with A.I. To be fair, up until now a majority of A.I. solutions for talent management have focused on the more tedious and error-prone tasks around candidate sourcing and evaluation (tedious + error-prone = a perfect opportunity for automation). But there are also opportunities for A.I. to improve the post-hire aspects of the employee experience, and human-centric A.I. is the key. As the marketing world has known for years, A.I. provides a unique opportunity for scaling a personalized experience. Why would you show me the same thing as everyone else, when I’m more likely to convert if you show me exactly what I want? The same principles can be applied to the post-hire employee experience. Employees have different skills sets and motivators. If my employer places me in an environment that is optimized for my skills and motivators, I’ll stay. If not, I’ll move on. As the progression towards a digital workplace continues, companies also have more data about their human capital than ever before — who they are talking to, what they eat, when they’re online every day. WeWork is basing their business model around this data. Human-centered A.I. can unleash this data to help talent leaders create a more personalized employee experience. It is in “fuzzier” domains like talent management where human-centered A.I. shines, not just for ethical reasons, but because it provides the best user experience. At Cultivate, for example, we apply human-centered A.I. to personalize the leadership development experience for managers. Using digital communication data as a proxy for leadership behavior, we analyze and predict how managers’ actions are affecting their team, and offer suggestions for how to improve. At no point do we attempt to stand in as a replacement for a manager, or a talent leader. Rather, like a real-life leadership coach, Cultivate offers tips and suggestions that a manager can choose to take, or not. This is the kind of personal experience employees expect from their talent leaders, scaled with A.I. And it doesn’t need to stop at learning and development. A.I. also has high-potential to impact other aspects of the employee experience, from interviewing and on-boarding to performance reviews and off-boarding. Looking Forward There is no doubt that A.I. is changing the world — and the job market — as we know it. Industries will be disrupted. Jobs will be lost, new jobs will be created, some jobs will never be replaced. Ethical dilemmas will be raised. They already are. The degree of difference between aspects of human intellect and intelligent machines will become smaller. However, with careful consideration for A.I. design that creates a sense of partnership between humans and intelligent machines, A.I. isn’t a force to be feared in the workplace, but embraced. 作者:玛格丽特托马兹祖克 About Cultivate Cultivate helps companies leverage their digital communication data with A.I. to extract important organizational learning and unleash leadership potential. For more information on what we are doing at Cultivate, check out our website. 英文也比较简单理解,就不翻译了~
    Cultivate
    2018年07月04日