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?? Let’s Talk Interview Spots! ?? These days, job interviews can happen almost anywhere (thanks, remote work!). But not all places make for ideal interview spots. Here are a few "creative" places some brave souls have tried – and learned they maybe shouldn’t have: ?? In the Car – Yes, your car might be quiet…but only until that honking symphony starts! ?? The Current Office – Pro tip: Sneaking in an interview from your current job's breakroom might sound clever… until your boss walks in! ?? Near the Pool – Sure, you look relaxed. But one slip and it's a "splashy" first impression! ?? During Baby Nap Time – Nothing says "multitasker" like explaining career goals while soothing a fussy toddler. But enough about the "don'ts" – let's hear your stories! What’s the worst place you’ve ever heard of (or considered) for a remote interview? Let the laughs roll in! ??

You May Not Like It, but Change — Not Stability — Is the Default At a time when the job market is reeling from so many factors — from AI to RTO policies to presidential politics — I wanted to address a concept that, I believe, will help people adjust to the year ahead. A recent SmartBrief article highlighted the idea that business is in “perpetual motion,” meaning that change, not stability, is the default. This concept isn’t just for leaders — it applies to anyone managing their career. Just as companies must innovate and adapt, individuals need to stay flexible and proactive to keep growing in dynamic work environments. Here are some practical strategies inspired by the concept of perpetual motion that you can apply to career management: 1. Build Agility and Adaptability: The ability to pivot is becoming as valuable as specialized skills. This means staying flexible and developing a wide skill set so you can adapt quickly if your role or industry demands it. 2. Prioritize Innovation in Your Role: Innovation isn’t just for tech or product teams. Look for new ways to improve your responsibilities. Being seen as someone who drives change positions you as a valuable asset. 3. Recognize Cues for Industry Shifts: Stay alert to trends and signals in your field. Is there a new technology on the rise? Are customer or market demands shifting? Think of it as career radar — by recognizing these cues early, you can position yourself as proactive and adaptable. 4. Engage with Your Network as Early Warning Indicators: Your network can be a powerful source of insight. Others’ experiences can spark ideas for where your career could go. 5. Embrace Change as a Core Career Skill: Managing change isn’t just for leaders — it’s essential for everyone. Set a vision for yourself, stay aware of your “why,” and actively lead your own growth. The bottom line? Business, like our careers, is in perpetual motion. Embrace this reality, lean into uncertainty, and use it as a springboard to keep evolving. A mindset of perpetual change can be the foundation of a resilient, fulfilling, and future-proof career.

I Know, I Know . . . but It Really Is All About the Fundamentals As a fan, I watched every pitch of the World Series, and I have to say, I was thrilled with the outcome. When I came across this chart of big-picture stats from the Series, I had to take a closer look. At first glance, some of the numbers might seem surprising. They surprised me too — but only a little. What’s missing from this chart is a crucial category I’d call “Make the plays you’re supposed to make.” If that stat were included, I bet it would be heavily lopsided in favor of the Dodgers. As a lifelong sports fan, I’ve always believed that more games are lost by teams failing to make routine plays than are won by making highlight-reel moments. And I’ll stand by that. The people and teams that consistently win focus relentlessly on fundamentals — because fundamentals are the foundation. And without a strong foundation, it’s nearly impossible to consistently win.

Gartner’s AI Predictions for 2025, Part 2 Recently, Gartner’s hosted their IT Symposium/Xpo. The event produced so many fascinating predictions for the year to come, I’ve included a few more here: ? By 2028, 25% of enterprise breaches will be traced back to AI agent abuse, from both external and malicious internal actors. ? By 2028, 40% of CIOs will demand “Guardian Agents” be available to autonomously track, oversee, or contain the results of AI agent actions. ?By 2028, technological immersion will impact populations with digital addiction and social isolation, prompting 70% of organizations to implement anti-digital policies.

Oracle announced a new EHR set to launch in 2025, that will not be connected to its $28.4 billion acquisition of Cerner. They are building an entirely new AI-driven platform—not relying on Cerner’s existing infrastructure. https://lnkd.in/gyR4xAyM

Gartner’s AI Predictions for 2025, Part 1 Recently, Gartner’s hosted their IT Symposium/Xpo. The event produced some fascinating predictions for the year to come. Here are a few: ? Through 2026, 20% of organizations will use AI to flatten their organizational structure, eliminating more than half of current middle management positions. ? By 2028, 40% of large enterprises will deploy AI to manipulate and measure employee mood and behaviors, all in the name of profit. ? By 2027, 70% of new contracts for employees will include licensing and fair usage clauses for AI representations of their personas. ? By 2027, 70% of healthcare providers will include emotional-AI-related terms and conditions in technology contracts or risk billions in financial harm.

A recent survey by Columbia University School of Nursing reveals that nearly half of the participants in the study see AI as beneficial in mental healthcare, highlighting the growing interest in AI's potential. However, concerns around misdiagnosis, and confidentiality remain top of mind for many. As AI adoption in healthcare rises, understanding patient perspectives will be key to building trust and safely integrating these technologies into mental health services. https://lnkd.in/eDrEfFGc

The Future of Work: A Matter of Perspective? 570 experts were surveyed about what the future of work holds, and their answers fall into three distinct camps: Optimists – Tech entrepreneurs who see AI and automation as the path to wealth and a perfect world where machines do all the hard work. Skeptics – Economists who believe AI will increase productivity but not replace human jobs entirely. Pessimists – Authors and journalists who warn that automation could devastate the workforce, leading to greater inequality. Interestingly, each group’s predictions align with their field of expertise, and there’s little agreement between them. This leads to a powerful question: Is the future of work determined by facts, or by the perspectives and biases of those making the predictions? The research reminds us that the future isn’t fixed. The real question is not just what the future of work will be, but who gets to decide it. What future do we want to create? It’s time to step back and think critically about the predictions we hear — and who’s making them. #FutureOfWork #AI #Leadership #HealthIT

Epic Systems is urging Particle Health to release the resolution of a patient data privacy dispute, following Particle Health’s antitrust lawsuit against the EHR giant. The lawsuit claims Epic is stifling competition in the payer platform market, impacting safe and secure health information exchange. Epic, however, maintains that the issue stems from improper use of patient data by Particle Health’s customers. Both companies are calling for transparency on the resolution to allow stakeholders to evaluate the facts directly. https://lnkd.in/gnYFWRc6

If You Want Your People to Be Motivated, Give Them a Reason to Be Motivated According to a recent survey, health system IT employees are looking to leave their current jobs. In fact, 77% of them are actively seeking new positions within the coming year. They point to insufficient career advancement opportunities as the primary reason. How bad is it? Nearly half of non-leadership staff surveyed reported no clear path for advancement, and only 21% of senior analysts said they knew exactly what was required for their next promotion. Employees of strong leaders see a clear-cut career path. Employees of weak leaders don’t have a vision beyond their day-to-day tasks. These types of statistics should be a wake-up call: People tend to show up to do their job well, but when it comes to being engaged, motivated, and wanting to continue at an organization, they need to know who they can become. #Leadership #CareerDevelopment #Motivation #HealthIT