Gradient Institute

Supporting Gradient Institute’s mission to build safety, ethics, accountability and transparency into AI systems: developing new algorithms, training organisations operating AI systems and providing technical guidance for AI policy development.

Principal AI Specialist

Honest AI

In an era where technology evolves unprecedentedly fast, staying educated and appreciating ethical boundaries is more crucial than ever. I desire to bring you "Honest AI" to make sense of the complex world of artificial intelligence, ethics, and the future of work. Understand what’s genuine—honest!— vs. the hype. 

Honest AI is a publication that includes short essays, blog posts, a podcast and a newsletter. 

By subscribing to Human Override (the weekly Honest AI newsletter), you become part of a movement towards responsible innovation and ethical awareness in the digital age.

Founder

Archimedes

The most exclusive members club for LinkedIn thought leaders.

Member

The Ethics of AI: Facts, Fictions and Forecasts

Author

Around

Interim Head of Data & Finance Analytics

Advisor, data science

ARK Venture Studio

Scope opportunities for addressing AI Risk and contributing to the Complex AI Risk Think Tank. AI is a great technology. The risk management industry has the historic opportunity to play a pivotal role in enabling its safe adoption.

Head of Opportunity Scoping

Tesla

Data Science, Tesla Insurance

FUTURELY

Advisor, Product Management and Strategy

Genade Inc.

Genade was a nice learning experience :)

We built digital products to help insurance agents, brokers, wholesalers to automate customer acquisition, lead qualification tasks, and the quoting process. Some examples were interactive web apps that run prospects' fact-finding, qualify leads, pre-populate ACORD forms, and organize information in a super simple CRM. Insurance agents and brokers who used our tools saw a significant increase in time savings and could manage twice as many customers.

We were honored to win the support of:
• 2018 - 19 NYU 300K Entrepreneurs Challenge (Semi-finalist)
• 2019 NYU Summer Launchpad
• 2019 NYU Summer Sprint
• Ignite Fellowship Beta

Unfortunately, the COVID-19 pandemic introduced team and sales dynamics that made our quest difficult to drive forward.

Genade's story ended in December 2020. Many challenges in the world of insurance agents' productivity, lead management, and customer acquisition remain unsolved, and we failed to create a sustainable platform for running an insurance agency on autopilot.

Founder & CEO

Miranda srl - Miranda Bot

Co-Founder, Advisor

AI can be both technically brilliant and used to build a deeply human future.

I've built AI systems from the ground up, written "The Ethics of AI," and advised hundreds of leaders navigating this transformation. I've learned most teams get lost chasing shiny tech while forgetting the humans who actually use it.

I see everywhere this pattern:

- AI projects that sound impressive but fail in practice
- Teams paralyzed by ethical concerns
- Leaders afraid they're falling behind
- Products that work on paper but frustrate real users

My focus is simple: helping you build or use AI that actually serves people. That works for you, and not against you.

Not AI for AI's sake. Not algorithms that impress other engineers. AI that solves real problems and creates genuine value.

I work with founders and leaders who want to:

☑ Build products users actually love
☑ Navigate ethical challenges with confidence
☑ Create sustainable competitive advantages
☑ Sleep well knowing their AI makes the world better

If you're tired of AI hype and want practical guidance on building technology that matters, let's connect.

Join 12,000 people for daily posts on ethical AI, entrepreneurship, future of work. And weekly drops on honest, practical ways to live with AI 
👉 https://honestai.substack.com/s/human-override

Alberto Chierici

Most people hyping the latest AI tool haven't built anything beyond a 30-minute demo.

Josh did the opposite. Product-focused CTO with 25 years of coding experience:

He went all-in, spending 3 months using AI to write every line of code for a new product (attention! Not a toy project.) as a real test of what happens when you actually commit.

The product shipped. It worked. He felt productive.

Then he needed to make a simple change and couldn't confidently modify his own code.

"Who owns that product, Josh? You or Claude Code?" Bob Galen asked him.

The answer: Claude Code owned it. Josh had become a passenger in his own product development.

This is the intellectual honesty the AI conversation needs. Not another breathless demo. Not another "look what I built in 10 minutes" post. An actual engineer doing the hard work of understanding what happens when delegation replaces comprehension.

His November deep-dive article shares what he learned the hard way, five principles that aren't sexy or revolutionary, but are real, sustainable, and work beyond the honeymoon phase:

1️⃣ Own the architecture
2️⃣ Make the hard decisions
3️⃣ Maintain the context
4️⃣ Understand the why
5️⃣ Take responsibility when it breaks

That's how you actually integrate this technology without eroding the skills that make you valuable.

Josh's story matters because he had the courage to admit what happened when he delegated too much. And more importantly, he documented exactly how to avoid making the same mistake.

Read his full story: https://lnkd.in/e7ZE7VgB

His November article with the complete breakdown: https://lnkd.in/ekC38xD4

Do you still understand what you're building when you use the AI sidekicks?

♻ Share for expanding the wisdom.

📩 I explore honest observations about staying human while everything 
turns synthetic on my free newsletter. Get your Human Override: https://lnkd.in/eCuGB-SJ
➕ Following Dr. Alberto Chierici for more like this.

Dr. Alberto Chierici

3x Founder | AI Specialist (for real) | Making AI work for people, not against them.

Most teams don’t fail from lack of talent
They fail because their strongest people haven’t yet become the high-trust, high-velocity executors leaders rely on when stakes are high.

I help leaders and ambitious professionals solve that problem.

I build the execution systems, leadership behaviors, and promotability signals that turn solid contributors into professionals who:

• deliver fast, clean, defensible results
• operate without noise, drama, or supervision
• anticipate problems before they escalate
• raise execution standards across the organization
• develop reputational gravity with senior leadership
• become undeniable candidates for promotion and bigger roles

My work blends leadership psychology, execution architecture, promotability science, and performance systems design into a single transformation:

𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗮 𝗹𝗲𝗮𝗱𝗲𝗿:
You gain self-propelled talent that expands your bandwidth and accelerates team performance without adding headcount.

𝗜𝗳 𝘆𝗼𝘂’𝗿𝗲 𝗮𝗻 𝗮𝗺𝗯𝗶𝘁𝗶𝗼𝘂𝘀 𝗽𝗿𝗼𝗳𝗲𝘀𝘀𝗶𝗼𝗻𝗮𝗹:
You gain the systems, identity, and weekly wins that make your growth visible, sponsor-backed, and impossible to overlook.

I’m the creator of the N.E.X.T → L.E.V.E.L Career Leverage Accelerator™: a 12-week performance & execution system built from 1,000+ hours of leadership conversations and used by senior professionals across tech, finance, consulting, and high-growth organizations.

It delivers what most training never touches:
high-trust execution, promotability evidence, and leadership-ready performance in real time.

If you want talent that delivers without noise, or you want to become that talent, 𝗹𝗲𝘁’𝘀 𝘁𝗮𝗹𝗸.

DM me or use the link on my profile.

Ibrahim Kaizen

The scariest part of leading?
Watching your best people flatten out.

Not because they’re lazy.
But because they can’t see what “up” even looks like.

It happened to me once, a rising star stopped rising, and I took too long to ask why.
That mistake still stings.

The one thing nobody wants to admit:
𝗣𝗼𝘁𝗲𝗻𝘁𝗶𝗮𝗹 𝗶𝘀𝗻’𝘁 𝘀𝗲𝗹𝗳-𝗽𝗿𝗼𝗽𝗲𝗹𝗹𝗶𝗻𝗴.
 • It needs a path.
 • It needs a signal.
 • It needs a next job to aim at.

Three tiny checks that prevent good people from stalling:
 • Can they tell you their next step in one sentence?
 • Do they know who notices their work?
 • Do they see proof they’re becoming more valuable?

If one is missing, you’ll feel it months later.
What’s one thing that helped you grow faster at work?

Image credit: Kyle Meeks

Leadership Performance Architect™ | I build high-trust, high-velocity professionals leaders rely on when stakes are high.

Founders won’t admit this out loud… but your calendar might be the biggest red flag in your company.

I learned this the hard way, mistaking nonstop motion for progress.

My “leadership strategy” was basically: survive whatever tries to bite me first.

The more capable you are, the more emergencies you attract.
People route problems to the strongest node.

Which means everything boomerangs back to you.

Do that long enough and the business rewrites an unspoken rule:
“Nothing truly moves unless you touch it.”

That’s how execution drag becomes culture.
That’s how your leadership altitude stays grounded.
•

Founders don’t burn out from work.
They burn out from being the final backstop for problems they shouldn’t own anymore.

You know the signs:
- Team hesitates because you always step in
- Decisions bottleneck at the top
- Fires repeat because no one truly owns them

The company starts running on your nervous system, not its own
This isn’t a skill gap.
It’s an ownership culture gap.
•

Here’s the shift:
If a problem happens twice, it doesn’t need attention, it needs an owner.
Not you.

Upgrade one or two people into real owners…
and suddenly the company stops leaning on you for oxygen.

You rise.
They rise.
The business finally stands on its own legs.
•
If this hit a nerve, repost it, someone in your network is drowning quietly.
Follow for more from-the-trenches leadership truths.

When You’re Always Busy… You’re Not Leading

We buried the office whiteboard today.
Cause of death: Neglect… and 47 abandoned “urgent” initiatives.

A small crowd gathered: the markers, the interns, the one PM who still believed in Q3.
The dry-erase marker smell was still hanging in the air: thin, chemical, guilty 

Someone cleared their throat to deliver the eulogy.
No one claimed ownership of the body.

Because everyone knew the truth

That board didn’t die this week.
It died the moment the brainstorm ended.

When the adrenaline faded,
and leaders left the room with “next steps” that no one wrote down because everyone assumed someone else would own it.

I stood there longer than I should’ve, realizing half those ideas were mine.


If you’re a founder, operator, or anyone carrying execution on your back… you know this feeling.

The whiteboard isn’t a tool.
It’s a museum of abandoned ambition.
a place where ideas pile up because ownership never shows up.

I learned this the hard way in a 2018 product sprint:
six leaders, fourteen ideas, zero owners.

Execution was never the issue.
The real problem?
Nothing happens after the brainstorm.

Ideas are plentiful.
Initiatives are sexy.
Ownership is rare.
That’s where most teams tap out.

Especially now, where AI will spit 200 ‘game-changing’ ideas at you before lunch 
but it won’t chase a single vendor or jump on a single risk call for you.


Busy people everywhere.
Movement nowhere.

So I tell founders the same thing every damn time…

If something stays on the whiteboard for 14 days
without a name, a deadline, or a first action
it’s not a priority.
Kill it.

It’s mercy, not brutality.
You’re clearing the graveyard so your real priorities can breathe again.

Your turn:

What’s your whiteboard full of right now?
A) Goals you’re executing
B) Goals you’re avoiding
C) Goals no one remembers assigning

(Choose violence.)

The fastest way to look 10x more senior? Build one promotable operator who makes you irrelevant to the day-to-day.
•

You’re doing work that should already belong to someone else…
because nobody on your team is promotable yet.

So you stay in the trenches, telling yourself it’s temporary.
(It’s never temporary. Execution gravity always wins.)

•

It’s not that your people are bad.
It’s that they’re not built for the decisions you’re still making.

Not yet.

Somewhere along the growth curve, the business quietly reshuffles the hierarchy:

- Your competence becomes the ceiling.
- Your calendar becomes the bottleneck.

And your team?
They become very busy… delivering tasks that never add up to relief.

•

The real cost isn’t burnout.
The real cost is identity drift.

You’re operating like a high-performing manager
in a season that demands leadership altitude.

Big difference.
One fixes problems.
The other architects capability.

•

Here’s the frame I give clients when they finally admit they want a promotable talent pipeline instead of a crowd of well-meaning operators:

𝗣𝗿𝗼𝗺𝗼𝘁𝗮𝗯𝗶𝗹𝗶𝘁𝘆 = 3 𝗴𝗮𝗽𝘀 𝗰𝗹𝗼𝘀𝗲𝗱 𝗼𝘃𝗲𝗿 90 𝗱𝗮𝘆𝘀:
• Technical gap → Can they produce high-quality work without your rewrites?
• Stakeholder gap → Can they communicate so you don’t have to “clean up” after them?
• Decision gap → Can they choose well when no one is watching?

That’s it.
Three gaps.

One 90-day stretch assignment per gap.
And suddenly you’re not babysitting outcomes — you’re delegating oxygen.

•

The irony... you don’t necessarily need five rockstars.
You need one or two emerging leaders who can take a slice of your mind off your plate.

One person who stops asking you, “What should I do?”
and starts telling you, “Here’s what I’ve already moved.”

One person who becomes the hinge between what your business is
 and what it’s capable of becoming.

That single shift is how founders get their time back,
their strategy back,
their life back.

•

If you felt this in your chest, it’s because you’re close.
Close to relief.
Close to scale.
Close to becoming the leader-of-leaders your business has been quietly waiting for.

•

If this hit, repost it or follow Ibrahim Kaizen, it helps more founders build teams that actually rise with them.


Image inspired by Stella Buscaroli

Turns out waking up at 3 AM isn’t anxiety...  it’s leadership trying to get your attention.

Nobody tells you this about responsibility:
It doesn’t always feel heavy.

Sometimes it feels like 3 AM.

You know that moment:
you wake up before the alarm
and your brain starts sprinting:
- work, people counting on you,
- family you don’t want to fail.

I used to think it meant something was wrong.

Turns out, it meant something was growing.

Here’s the quiet truth nobody teaches:
• Feeling stretched often shows you’re leading more than you think
• Stress spikes when you care and the stakes matter
• The mind wakes early when the future needs you awake

These days, when it happens,
I don’t panic.
I listen.

There’s usually one decision I’ve been avoiding.

What’s one thing your 3 AM brain keeps circling lately?

Imagine this:
You take a week off  (no check-ins, no pings)
and everything still moves forward.

That’s not fantasy.
That’s what happens when your team runs on principles, not presence.

The moment your people stop asking for permission,
you’ve stopped managing... and started leading.

Because leadership isn’t about being needed.

It’s about building people who don’t need you every hour.

To get there, build three things:
 • Shared language.
 • Shared standards.
 • Shared ownership.

The more alignment you create,
the more autonomy you can afford.

What would break first if you disappeared for a week?

Some mornings, leadership feels more like “carrying 14 adults in your backpack while smiling through it.”

 
And then I saw this video:
Three grown men… laughing in perfect harmony.
No instructions. No micromanaging. No one asking, “So… what exactly do you want me to do?”
Just clean ownership of their part, and it somehow produced music.

 •

It hit me harder than I expected.
(laughed hard too!)

Because most founders don’t get harmony.
They get… noise.

•

Noise like:
 – Work that bounces back to your desk because someone didn’t finish the thinking.
 – Decisions stuck in your inbox.
 – Projects moving like they’re wading through wet cement.
 – Talented people waiting for you to define what “good” looks like… again.

Every overwhelmed leader knows this quiet truth:
When your team can’t own outcomes, even good days feel heavy.

•

You don’t want to be needed like this.
You want to be trusted, not trapped.
You didn’t build a business just to become the most overpaid project manager in it.

•

What you’re really chasing isn’t time.
 It’s leadership altitude, the breathing room to think in years, not minutes.
 The freedom of knowing your people don’t just execute… they anticipate.
 They don’t wait for direction… they carry direction.
 They don’t bring you tasks… they bring you outcomes.
That’s ownership culture.

And when even one or two people rise into that identity, the entire rhythm of the business changes.

•

So if today feels heavy, watch the video and let yourself exhale.
Not to escape the pressure, but to remember what’s possible when a team moves like music instead of static.

The harmony is closer than you think.
Often one upgrade away.


If this resonates, repost or follow Ibrahim Kaizen. I write for the leaders who are done carrying everything alone.

If the work only moves when you are present, something is off.

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The Battle

Alberto Chierici

Ibrahim Kaizen

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The Battle

Alberto Chierici

Ibrahim Kaizen

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Alberto Chierici's LinkedIn Performance

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