Latest news with #LeadershipDevelopment
Forbes
19-07-2025
- Science
- Forbes
Skeptical Intelligence Is Crucial In The Age Of AI
Skeptical Intelligence In boardrooms, strategy offsites, and investor summits, the conversation invariably turns to artificial intelligence. Will it take our jobs, supercharge our growth, or expose hidden risks we've never anticipated? Amid the hype, one truth emerges: in a world awash with machine-generated insights, the uniquely human ability to question, probe, and test assumptions—what we might call Skeptical Intelligence—could be our most indispensable asset. Yet despite billions spent annually on leadership development, few executives can precisely define what it means to think skeptically, let alone how to develop it. To understand why Skeptical Intelligence deserves a seat alongside IQ and Emotional Intelligence, we need to revisit how these earlier concepts reshaped our understanding of human capability—and then explore what a third pillar might entail. The Age of IQ For much of the 20th century, intelligence meant only one thing: IQ. It was the gold standard, the quantifiable metric by which students were sorted, employees were promoted, and national rankings were compared. The concept of general intelligence originated with Charles Spearman in 1904, who observed that individuals who performed well on one type of cognitive test tended to do well on others. This statistical correlation suggested a broad, underlying mental capacity. Alfred Binet in France and later Lewis Terman at Stanford created IQ tests that could numerically represent this capacity, leading to the IQ boom of the 20th century. IQ proved remarkably good at predicting certain kinds of success: academic performance, logical problem-solving, and even long-term earnings. But by the 1980s, cracks began to appear. Why did some top scorers flounder in the real world while others with merely average IQs thrived? The Rise of Emotional Intelligence The first serious challenge came from Howard Gardner, whose 1983 book Frames of Mind introduced the theory of multiple intelligences. Gardner argued that musical, spatial, kinesthetic, interpersonal, and intrapersonal intelligences were just as real and valuable as linguistic or logical-mathematical skills. This pluralistic view was controversial but set the stage for even more focused alternatives. In 1990, two psychologists, Peter Salovey and John Mayer, proposed the concept of Emotional Intelligence. They defined it as the ability to perceive, understand, manage, and use emotions effectively. In their view, emotions were not a distraction from rational thinking but a vital component of it. But it was Daniel Goleman who truly ignited the global conversation. His 1995 bestseller Emotional Intelligence: Why It Can Matter More Than IQ argued that self-awareness, self-regulation, empathy, and social skills often trump raw cognitive horsepower in leadership and life. Goleman's work popularized the idea that a high EQ could distinguish great leaders from merely smart ones. Corporations embraced the concept eagerly. Emotional intelligence trainings became standard fare in leadership programs at GE, IBM, and Goldman Sachs. Consulting firms created entire practices around measuring and developing EQ. And yet even with these advances, the dominant paradigm still focused on how well we feel and connect—not necessarily how well we question. Enter Skeptical Intelligence In the last few years, a new concern has emerged. As machine learning systems become capable of astonishing feats—drafting legal briefs, diagnosing diseases, predicting consumer churn—our natural tendency is to trust them. Algorithms, after all, seem less biased, less emotional, more data-driven than we are. But recent high-profile failures—facial recognition systems that couldn't recognize dark-skinned faces, loan algorithms that penalized women, language models that hallucinate references—have underscored that AI can be deeply flawed. And these flaws are often subtle, buried inside complex statistical models that even their creators struggle to fully interpret. The result? The need for a new kind of human intelligence: the capacity to critically interrogate the outputs of sophisticated systems. This is where Skeptical Intelligence comes in. Skeptical Intelligence is not the same as mere contrarianism or reflexive doubt. It is a disciplined approach to questioning that combines curiosity, critical thinking, epistemic humility (knowing what you don't know), and a toolkit for evaluating evidence. If IQ is about solving well-defined problems and EQ is about navigating social and emotional landscapes, Skeptical Intelligence is about resisting easy answers and probing beneath the surface—especially when powerful technologies tempt us to outsource our judgment. We can draw on decades of research in critical thinking and cognitive psychology to sketch out its potential components. Scholars like Robert Ennis, Richard Paul, Rita McGrath, Eric Reis, and Linda Elder have long studied what it means to think critically. Their frameworks emphasize abilities such as: In this sense, Skeptical Intelligence can be thought of as a disposition for critical thinking applied rigorously to the modern data and AI landscape. Why We Need Skeptical Intelligence Now Paradoxically, the better AI gets, the more tempting it is to disengage our skeptical faculties. Machine learning models often produce outputs accompanied by confidence scores or impressive-looking graphs, which can lull decision-makers into a false sense of certainty. A 2022 study by Harvard Business School found that managers were significantly more likely to accept flawed AI recommendations if they were presented with visually compelling dashboards—even when inconsistencies were apparent. This is not merely a theoretical risk. Consider the 2020 incident when a widely used recruiting algorithm at a Fortune 500 company was found to downgrade resumes from women because the training data contained historical biases favoring male candidates. Or the series of fintech apps that misclassified minority borrowers as high-risk based on opaque clustering techniques. These failures happened not because executives were malicious or incompetent, but because they lacked sufficient Skeptical Intelligence to interrogate the models. Warren Buffett famously said, 'It's good to learn from your mistakes. It's better to learn from other people's mistakes.' In the AI era, it's best to preempt mistakes altogether by cultivating a culture of healthy skepticism. This does not mean ignoring AI insights. Rather, it means creating systems of 'trust but verify'. Leaders high in Skeptical Intelligence know how to ask pointed questions of data scientists and to challenge assumptions without falling into endless analysis paralysis. The Practice of Skeptical Intelligence Imagine a CFO reviewing an AI-driven forecast that predicts a 12% uptick in demand for a new product line. Instead of simply applauding or rubber-stamping the recommendation, the CFO trained in Skeptical Intelligence would ask: Or picture a marketing VP using a generative AI tool to craft campaign messages. Someone with strong Skeptical Intelligence wouldn't just check grammar—they'd probe for embedded stereotypes, test multiple prompts for consistency, and cross-check factual assertions. Skeptical Intelligence also means knowing when to consult outside experts, when to run pilot tests before full-scale rollouts, and when to keep a human in the loop for judgment calls that have ethical or reputational stakes. Building Skeptical Intelligence in organizations How can today's companies cultivate this emerging form of intelligence? Skeptical Intelligence as a Superpower When historians look back at the early decades of the AI revolution, they may marvel at how readily humans deferred to machines—sometimes with spectacular results, sometimes with catastrophic consequences. The leaders who thrive will be those who balanced innovation with interrogation, speed with scrutiny. IQ and EQ remain foundational. But Skeptical Intelligence—the disciplined, curious, humility-infused ability to question even the smartest systems—may prove to be the crown jewel of human capability in the algorithmic age.
CBC
18-07-2025
- Politics
- CBC
Brandon program aims to help newcomer youth see future as leaders
The new Youth Rise Leadership Program aims to help newcomers and racialized youth in Brandon, Man., step into the world of local government and imagine themselves as future leaders. Organizers hope it will empower youth through civic engagement and leadership development.
CBC
17-07-2025
- Politics
- CBC
Summer program aims to help newcomer, racialized kids in Brandon see themselves as future municipal leaders
A new program aims to help newcomers and racialized youth in Brandon, Man., step into the world of local government — and imagine themselves as future leaders. The Youth Rise Leadership Program — a civic engagement program created through a partnership with Westman Immigrant Services, the Urban Alliance on Race Relations and the City of Brandon — is the first program of its kind in Manitoba, according to Enver Naidoo, the CEO of the immigrant services organization. Its focus is empowering youth through civic engagement and leadership development, he said. Ahmed Elketeay, 15, a student at Brandon's Vincent Massey High School, says he didn't know a lot about how municipal government works before the program, but that's changed. "We've basically been learning about how to become a leader," and about entrepreneurship, he said. The skills he's learning will let him "help Brandon to become even a better place than it is," said Elketeay. He wants to become a doctor and one day wants to help build a second hospital in Brandon to ease pressure on the health-care system, he said. He believes the program is helping him develop the tools to make those goals possible. Now in its fourth week, the Youth Rise program includes skill-building sessions and mentorship from local leaders for 12 youth. Elketeay and eight other participants got a tour of one of the Brandon fire and emergency services department's halls on Wednesday from fire Chief Terry Parlow. The program is an opportunity to inspire future leaders, and maybe even future firefighter-paramedics, said Parlow. Having young people talk with department members about what they do in the city opens their eyes to the opportunities, he said. "We want them to feel like they have a place here … because they've walked through the halls," said Parlow. He also said it's important for his department to reflect the diversity of Brandon. Fostering citizenship, belonging: CEO Westman Immigrant Services CEO Naidoo says the program primarily focuses on immigrant and newcomer youth, but he hopes to expand it to include others from diverse backgrounds. "We wanted to be a bit more fluid in our description," he said. "Our focus is trying to introduce youth who may not have had experiences to civic engagement at the level that it exists here in Brandon." Immigrants make up about 18 per cent of Brandon's population. Naidoo said ensuring they know what career paths are available locally is essential for long-term retention and representation in a range of jobs. He believes the program can have a generational impact, because it will help youth understand how they can be involved in their local community for years to come. "If you don't have an understanding of how you can get involved … it's a missed opportunity for both youth and the city," Naidoo said. But it's about more than jobs, he said — it's also about fostering a deeper sense of citizenship and belonging by getting involved in their community. Whether through volunteering, a student council or voting, that level of engagement can give youth skills they can carry forward into future careers, said Naidoo. "This could support just the way we see the shaping of youth being more involved in the city of Brandon at a variety of levels," he said. The program's success will be measured by how many mentorships it builds and whether it improves retention in the community, said Naidoo. The goal is to eventually expand it to include 100 youth. Looking to the future Regina Carlos, 16, who came to Brandon from the Philippines last June, was encouraged to join the program by her mom. She now attends Crocus Plains High School in Brandon and wants to pursue a career in health care. She's said she's enjoyed the hands-on approach of the program, and the opportunity to build leadership and networking skills. "I think that in college or university, I might be able to use networking to my advantage to move up in society," Carlos said. Through the program, she's working on an advocacy project focused on mental health — a topic she says wasn't talked about enough in the Philippines. That can make people feel left out of the community, and she doesn't want that to happen to anyone. Elketeay, meanwhile, is working on a project focused on equality — something he says every community needs.
Al Bawaba
17-07-2025
- Business
- Al Bawaba
Shaza Hotels Strengthens Leadership Excellence with Emotional Intelligence Workshop for Corporate Team
In line with its ongoing commitment to fostering people-centric leadership and enhancing organisational excellence, Shaza Hotels recently conducted a dedicated learning and development session for its corporate leadership team on 'Emotional Intelligence (EQ) for Hospitality Leaders.'The workshop, held earlier this month in Dubai reflects Shaza's recognition of the evolving demands placed on leaders in today's hospitality landscape. With a firm belief that effective leadership begins with self-awareness, empathy, and purpose, Shaza Hotels continuously invests in equipping its teams with the tools needed to lead with clarity, authenticity, and by industry experts from DeANTS – Your Outsourced Learning & Development Department, the programme offered practical, real-world insights into the application of emotional intelligence within the hospitality sector. Covering a broad spectrum of leadership competencies, the session guided participants through topics including understanding individual brain talent profiles, leveraging emotional literacy for self-regulation, and aligning noble KPIs with personal values to ensure a purpose-driven leadership highly interactive session was designed to help leaders enhance their ability to connect with their teams, navigate change with confidence, and make thoughtful decisions that positively impact both people and performance. These qualities are deeply aligned with Shaza's organisational values, which prioritise the human essence of leadership in creating meaningful guest and colleague exercises focused on emotional resilience, communication, and alignment with personal strengths, Shaza's leadership team gained renewed perspective on how to lead with intention while remaining adaptable to the fast-evolving hospitality environment. The session further reinforceed Shaza Hotels' commitment to continuous learning and leadership development as key drivers of business excellence. The brand extended its sincere thanks to DeANTS and esteemed coach Tripat Mehrotra for delivering an impactful and thought-provoking programme that resonates with Shaza's values of authenticity, connection, and purposeful leadership.
Malay Mail
04-06-2025
- Business
- Malay Mail
ONYX Hospitality Group Secures Four Prestigious Wins at the "EXA: Employee Experience Awards 2025 Thailand", Reinforcing Commitment to People Development
Best Management Training Programme – Acknowledged for the General Manager Development Programme (GM Track), which is designed to develop well-rounded General Managers who blend commercial and operational expertise with strategic leadership skills to build high-performing teams and drive success across ONYX's diverse portfolio. – Acknowledged for the General Manager Development Programme (GM Track), which is designed to develop well-rounded General Managers who blend commercial and operational expertise with strategic leadership skills to build high-performing teams and drive success across ONYX's diverse portfolio. Best Career Development Programme – Celebrated for the 'NextYou' initiative, which nurtures future leaders through talent assessment, succession planning, and tailored development programmes that cultivate a strong talent pool and ensure leadership continuity in critical roles, supporting long-term organisational stability. – Celebrated for the 'NextYou' initiative, which nurtures future leaders through talent assessment, succession planning, and tailored development programmes that cultivate a strong talent pool and ensure leadership continuity in critical roles, supporting long-term organisational stability. Best In-House Certification Programme – Awarded for empowering property-level HR leaders to become Business Partners through a comprehensive and impactful development programme, equipping them with essential skills, industry best practices, and business acumen to enhance workforce performance. – Awarded for empowering property-level HR leaders to become Business Partners through a comprehensive and impactful development programme, equipping them with essential skills, industry best practices, and business acumen to enhance workforce performance. Best ESG Programme – ONYX Hospitality Group was recognised for its commitment to 'Sustainably Crafted Hospitality,' seamlessly integrating sustainability into its operations while inspiring employees and stakeholders. ONYX's initiatives drive measurable progress in carbon reduction, community engagement, and sustainability awareness. This award highlights ONYX's dedication to balancing profitability with eco-conscious practices while strengthening partnerships with NGOs and local communities. BANGKOK, THAILAND - Media OutReach Newswire - 4 June 2025 - ONYX Hospitality Group , the prominent management company in Southeast Asia specialising in hotels and resorts, serviced apartments and luxury residences, has been recognised for its outstanding commitment to people development, securing four prestigious wins at the EXA: Employee Experience Awards 2025 awards highlight ONYX Hospitality Group's commitment to nurturing talent, championing sustainability, and fostering long-term career development for its the company expands across Southeast Asia, it continues to place people at the heart of its growth. By investing in workforce development and embedding Environmental, Social, and Governance (ESG) principles into its operations, ONYX Hospitality Group not only empowers its employees but also creates a lasting positive impact on the wider community, reinforcing its position as a leading hospitality management Saranya Watanasirisuk, Senior Vice President, ONYX Hospitality company took home awards in four key categories:These achievements reflect ONYX Hospitality Group's unwavering commitment to creating a people-first culture, ensuring employees at all levels receive the support, training, and opportunities needed to more information on ONYX Hospitality Group please visit: Hashtag: #ONYXHospitalityGroup The issuer is solely responsible for the content of this announcement.
