Artificial regulation GOP sneaks decade-long AI regulation ban into spending bill Sweeping provision would halt all local oversight of AI by US states. Benj Edwards – May 13, 2025 10:58 am | 51 Credit: Getty Images Credit: Getty Images Story text Size Small Standard Large Width * Standard Wide Links Standard Orange * Subscribers only   Learn more On Sunday night, House Republicans added language to the Budget Reconciliation bill that would block all state and local governments from regulating AI for 10 years, 404 Media reports. The provision, introduced by Representative Brett Guthrie of Kentucky, states that "no State or political subdivision thereof may enforce any law or regulation regulating artificial intelligence models, artificial intelligence systems, or automated decision systems during the 10 year period beginning on the date of the enactment of this Act." The broad wording of the proposal would prevent states from enforcing both existing and proposed laws designed to protect citizens from AI systems. For example, California's recent law requiring health care providers to disclose when they use generative AI to communicate with patients would potentially become unenforceable. New York's 2021 law mandating bias audits for AI tools used in hiring decisions would also be affected, 404 Media notes. The measure would also halt legislation set to take effect in 2026 in California that requires AI developers to publicly document the data used to train their models. The ban could also restrict how states allocate federal funding for AI programs. States currently control how they use federal dollars and can direct funding toward AI initiatives that may conflict with the administration's technology priorities. The Education Department's AI programs represent one example where states might pursue different approaches than those favored by the White House and its tech industry allies. The House Committee on Energy and Commerce, chaired by Guthrie, scheduled consideration of the text during the budget reconciliation markup on May 13. The language defines AI systems broadly enough to encompass both newer generative AI tools and older automated decision-making technologies. The reconciliation bill primarily focuses on cuts to Medicaid access and increased health care fees for millions of Americans. The AI provision appears as an addition to these broader health care changes, potentially limiting debate on the technology's policy implications. The move is already inspiring backlash. On Monday, tech safety groups and at least one Democrat criticized the proposal, reports The Hill. Rep. Jan Schakowsky (D-Ill.), the ranking member on the Commerce, Manufacturing and Trade Subcommittee, called the proposal a "giant gift to Big Tech," while nonprofit groups like the Tech Oversight Project and Consumer Reports warned it would leave consumers unprotected from AI harms like deepfakes and bias. Big Tech’s White House connections President Trump has already reversed several Biden-era executive orders on AI safety and risk mitigation. The push to prevent state-level AI regulation represents an escalation in the administration's industry-friendly approach to AI policy. Perhaps it's no surprise, as the AI industry has cultivated close ties with the Trump administration since before the president took office. For example, Tesla CEO Elon Musk serves in the Department of Government Efficiency (DOGE), while entrepreneur David Sacks acts as "AI czar," and venture capitalist Marc Andreessen reportedly advises the administration. OpenAI CEO Sam Altman appeared with Trump in an AI datacenter development plan announcement in January. By limiting states' authority over AI regulation, the provision could prevent state governments from using federal funds to develop AI oversight programs or support initiatives that diverge from the administration's deregulatory stance. This restriction would extend beyond enforcement to potentially affect how states design and fund their own AI governance frameworks. Benj Edwards Senior AI Reporter Benj Edwards Senior AI Reporter Benj Edwards is Ars Technica's Senior AI Reporter and founder of the site's dedicated AI beat in 2022. He's also a tech historian with almost two decades of experience. In his free time, he writes and records music, collects vintage computers, and enjoys nature. He lives in Raleigh, NC. 51 Comments Source: https://arstechnica.com/ai/2025/05/gop-sneaks-decade-long-ai-regulation-ban-into-spending-bill/ #gop #sneaks #decadelong #regulation #ban #into #spending #bill #sweeping #provision #would #halt #all #local #oversight #states

Senior Software Engineer II, Gameplay - AI/Combat - Unannounced Game | Irvine, CABlizzard EntertainmentIrvine California 92618 United States of America32 minutes agoApplyTeam Name:Job Title:Senior Software Engineer II, Gameplay - AI/Combat - Unannounced Game | Irvine, CARequisition ID:R025329Job Description:At Blizzard, we craft genre-defining games and legendary worlds for all to share. Through unparalleled creativity and storytelling, we create immersive universes and iconic characters that are beloved across platforms, borders, backgrounds, and generations - only made possible by building a work environment that nurtures the artistry of game development and unleashes the aspirations of our people.As a Senior AI Gameplay Engineer, you will collaborate with designers and artists to deliver best-in-class enemy combat experiences. You will support the development of combat AI, animation, and combat frameworks, as well as collaborate in driving improvements in the underlying engine technology. You will work collaboratively with the team to define and execute a technical vision that meets the project’s needs.This role is anticipated to be a hybrid work position, with some work on-site and some work-from-home. The potential home studio for this role is Irvine, CA.Responsibilities:Priorities can often change in a fast-paced environment like ours. Responsibilities will include, but are not limited to:Leveraging your experience and knowledge to deliver best-in-class player experiences, from end to end, within the constraints of game simulation.Empowering designers, artists, and other engineers to deliver the vision of the game and ensuring we delight and entertain our players.Collaborating with designers and engineers on gameplay teams to learn and understand their needs and offer technical solutions.Optimizing team productivity by supporting pipelines, tool development, and workflow improvements.Requirements:7+ years of experience in gameplay engineering or a combination of applicable training and experience.Experience developing using the Unreal engine (both C++ and Blueprint).Experience creating compelling combat at AAA-quality level, including combat, high fidelity enemy animation, VFX/SFX, UX etc.Knowledge & SkillsThe ability to understand and write production-grade C++ code.The capacity to make frequent, readable, well-tested code commits.The ability to communicate and articulate vision, ideas, learnings from others, and to give meaningful feedback.Excellent problem-solving and debugging skills.Experience analyzing game features and content for performance and optimizing a game to release quality.Experience working closely in multi-disciplinary teams with people of diverse mindsets.Mentorship mindset and excellent attitude to helping others level up their knowledge.Extra Points:Computer science, mathematics, physics, or related degrees.Experience developing and shipping AAA game titles for PC, Xbox, and PlayStation consoles.Experience working on 3D action multiplayer games.Experience with a large codebase.Your PlatformBest known for iconic video game universes including Warcraft®, Overwatch®, Diablo®, and StarCraft®, Blizzard Entertainment, Inc. (www.blizzard.com), a division of Activision Blizzard, which was acquired by Microsoft (NASDAQ: MSFT), is a premier developer and publisher of entertainment experiences. Blizzard Entertainment has created some of the industry’s most critically acclaimed and genre-defining games over the last 30 years, with a track record that includes multiple Game of the Year awards. Blizzard Entertainment engages tens of millions of players around the world with titles available on PC via Battle.net®, Xbox, PlayStation, Nintendo Switch, iOS, and Android.Our WorldActivision Blizzard, Inc., is one of the world's largest and most successful interactive entertainment companies and is at the intersection of media, technology and entertainment. We are home to some of the most beloved entertainment franchises including Call of Duty®, World of Warcraft®, Overwatch®, Diablo®, Candy Crush™ and Bubble Witch™. Our combined entertainment network delights hundreds of millions of monthly active users in 196 countries, making us the largest gaming network on the planet!Our ability to build immersive and innovative worlds is only enhanced by diverse teams working in an inclusive environment. We aspire to have a culture where everyone can thrive in order to connect and engage the world through epic entertainment. We provide a suite of benefits that promote physical, emotional and financial well-being for ‘Every World’ - we’ve got our employees covered!The video game industry and therefore our business is fast-paced and will continue to evolve. As such, the duties and responsibilities of this role may be changed as directed by the Company at any time to promote and support our business and relationships with industry partners.We love hearing from anyone who is enthusiastic about changing the games industry. Not sure you meet all qualifications? Let us decide! Research shows that women and members of other under-represented groups tend to not apply to jobs when they think they may not meet every qualification, when, in fact, they often do! We are committed to creating a diverse and inclusive environment and strongly encourage you to apply.We are committed to working with and providing reasonable assistance to individuals with physical and mental disabilities. If you are a disabled individual requiring an accommodation to apply for an open position, please email your request to accommodationrequests@activisionblizzard.com. General employment questions cannot be accepted or processed here. Thank you for your interest.We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, gender identity, age, marital status, veteran status, or disability status, among other characteristics.RewardsWe provide a suite of benefits that promote physical, emotional and financial well-being for ‘Every World’ - we’ve got our employees covered! Subject to eligibility requirements, the Company offers comprehensive benefits including:Medical, dental, vision, health savings account or health reimbursement account, healthcare spending accounts, dependent care spending accounts, life and AD&D insurance, disability insurance;401(k) with Company match, tuition reimbursement, charitable donation matching;Paid holidays and vacation, paid sick time, floating holidays, compassion and bereavement leaves, parental leave;Mental health & wellbeing programs, fitness programs, free and discounted games, and a variety of other voluntary benefit programs like supplemental life & disability, legal service, ID protection, rental insurance, and others;If the Company requires that you move geographic locations for the job, then you may also be eligible for relocation assistance.Eligibility to participate in these benefits may vary for part time and temporary full-time employees and interns with the Company. You can learn more by visiting https://www.benefitsforeveryworld.com/ .In the U.S., the standard base pay range for this role is $121,500.00 - $224,880.00 Annual. These values reflect the expected base pay range of new hires across all U.S. locations. Ultimately, your specific range and offer will be based on several factors, including relevant experience, performance, and work location. Your Talent Professional can share this role’s range details for your local geography during the hiring process. In addition to a competitive base pay, employees in this role may be eligible for incentive compensation. Incentive compensation is not guaranteed. While we strive to provide competitive offers to successful candidates, new hire compensation is negotiable. Create Your Profile — Game companies can contact you with their relevant job openings. Apply Source: https://gamejobs.co/Senior-Software-Engineer-II-Gameplay-AI-Combat-Unannounced-Game-Irvine-CA-at-Blizzard-Entertainment-3848 #senior #software #engineer #gameplay #aicombat #unannounced #game #irvine #blizzard #entertainment

A shortage of air traffic controllers has caused travel headaches in April and May. The Trump Administration has vowed to hire more and upgrade the FAA's communications infrastructure. Win McNamee/Getty Images Updated 2025-05-13T16:45:03Z Save Saved Read in app This story is available exclusively to Business Insider subscribers. Become an Insider and start reading now. Have an account? The government is racing to hire enough air-traffic controllers as staffing shortages cause delays. ATC jobs involve a lot of stress and possible overnight hours, but they can easily pay over $100,000 a year. Hopefull controllers must go through rigorous training and academic testing. A staggering shortage of air traffic controllers has once again been thrust into the spotlight as one of the country's busiest airports faces another week of cascading delays — and the government is desperate to higher more, if you can handle the stress.Since late April, equipment issues and a lack of staff at the facility that guides planes into their approach paths for Newark Liberty International Airport, in New Jersey, have caused delays and cancellations day after day.United Airlines, the airport's largest customer, has even cut 35 flights from its schedule to accommodate the traffic limits. Transportation Secretary Sean Duffy has announced plans for raises, bonuses, and faster hiring to "supercharge" the nation's ATC network and restore staffing to normal levels after years of decline (the system is still about 3,000 controllers short, he said). "It takes a year to three years to train up a new controller to work in airspace, so this is going to be a longer-term problem," Duffy said on CNBC Tuesday morning. He'll also need Congress's approval for big spending items like upgrading communications infrastructure.The most recent round of entry-level controller applications closed on March 17, and it's not clear when more will open. There are currently other openings for support staff, senior roles, and other higher-level jobs with salaries as high as $200,000 a year.What it takes to get hired as an air traffic controllerBeing an air traffic controller is an extremely high-stress job. More than 14,000 workers nationwide are responsible for moving tens of thousands of lives on board planes across the country every day.Business Insider spoke with FAA controller Cedrick Earley to discuss what it is like to work the job.You may not need a university degree to work in ATCATC is a good option for people looking for a high-salary job that doesn't require a college degree.According to the FAA's hiring website, eligible applicants must:Be a US citizenSpeak clear and fluent EnglishBe under the age of 31 before the application closing date (more on that later)Have one year of full-time work experience or higher education, or a combination of bothMeet specific physical and mental fitness standards Air Traffic Controllers can start training with minimal to no prior aviation experience. Michael Dwyer/AP Successful applicants who apply through the FAA must undergo months of extensive training and pass mandatory tests, such as an aptitude test, a skills assessment, and physical and psychological exams, before being officially hired.The applicants will spend up to five months at the academy, where training and testing will occur. However, some applicants come from other careers, like the military.Earley went through the Air Force to become a controller instead of the FAA."[Air Force] is a different track," he said. "The quality of training you receive from the Air Force is equivalent to what you would get if you went through the route with the FAA in Oklahoma."You have to be younger than 31 when you applyAccording to the FAA, all ATC applicants must be 30 or younger on the closing date of the application period to qualify for the position.This is because the agency has determined through extensive research that the older someone is, the harder it is for them to complete the rigorous training.However, according to the agency, those who already have air traffic control experience can be hired up to 35 years of age. You'll go through a lot of testing and trainingWhether you become a controller through the FAA or the military, you will have to undergo monthslong training and pass aptitude, physical, physiological, and skill tests. These exams assess applicants' health and their ability to train for and perform the job.Initial tests are pass/fail, according to the agency, and failing certain exams will eliminate applicants from the hiring process.The training is demanding, with about 50% of aspiring Air Force controllers failing out.You won't necessarily work in an airport towerEarley said traffic controllers are not just confined to the airport tower but can also work in one of several hundred facilities around and between airports nationwide. The Houston TRACON is responsible for controlling more than 16,000 square miles of airspace surrounding the Houston Area Brett Coomer/Houston Chronicle via Getty Images For example, one may work in the Terminal Radar Approach Control Facility, or TRACON, in Memphis and be responsible for controlling aircraft leaving the airport for their next destination and directing flights into the airport for a quick and safe landing. Employees can also work in one of the air route traffic control centers, or ARTCCs, throughout the US, which direct aircraft en route to their destinations.The work can be high-stress, but also boring sometimesBeing an air traffic controller can be stressful due to the heavy workload and high-consequence environment. But depending on how busy the skies are, the job can also be dull and boring.Former air traffic controller Michele Robson wrote in 2020 that the job can be quiet at night, but controllers must always be alert and ready to work at any hour on shift.While some controllers find the job extremely stressful, Earley said that isn't the case for him because he enjoys solving a new problem every day."Controllers are always learning on the job, like updating and refining the processes or learning new rules and procedures," he explained. "It is a job where you always have to change and adapt."  Safety is always the top priorityAir traffic controllers are responsible for about 50,000 daily flights in the US, so safety is the most important aspect of the job.An increasing number of planes colliding or nearly colliding has further enhanced calls for improved FAA training and staffing.According to Earley, there are several things controllers do to ensure nothing is missed."I work in front of a radar scope, and it can get busy at times, so I am not supposed to work in position more than two hours at a time, so we get a break to keep us refreshed," he said. "We also do not work more than 10 hours in one day, and there is a certain amount of hours we have to be off before we can work again." Air traffic controllers have strict rest rules to enhance safety. chara_stagram / Shutterstock.com The FAA implemented new rules in 2024 to minimize controller fatigue by raising the minimum rest time between shifts from at least nine hours to at least 10 hours. Controllers also get 12 hours off before and after midnight shifts.Earley also explained that there are redundancies in the job to elevate safety and that other controllers and supervisors help check each other's work."Everyone is actually able to see what is going on with any particular person's work at the time, so it is one team, one fight," he said. "If we notice something is a little out of sorts, we can bring that to the controller's attention, and they can fix it before it becomes a bigger problem."The salary is good, but the work schedule can be inconsistentEarley explained the job's salary, which increases with seniority, plus the benefits provide a good work-life balance."It's a job that pays me well and allows me to support my family," he said. "I'm also able to take leisure time for myself, like spending time with my daughter."However, he also said his schedule is not the regular 9-5."I do have some shifts I work from midnight to 8 a.m., as well as some scattered 12-8 shifts, so it rotates," he said. "I always know what my hours are each day, but it is not always at the same time. It is consistently inconsistent."Average pay is $160,000 for controllers, the FAA says. You know your schedule for the entire yearAccording to Earley, air traffic controllers know their work schedule a year in advance. Air traffic controllers don't work typical schedules. Brittany Murray/MediaNews Group/Long Beach Press-Telegram via Getty Images "When we set our schedules up, we bid what we want for the next year, and then we are awarded our full schedule for the year," he said. "It helps in terms of planning our leave."He also explained that the schedule is only for one year, and controllers can change it the following year.You can retire at 56All air traffic controllers must retire at 56 due to the higher possibility of memory or hearing loss, inattentiveness, or reduced eyesight in older individuals.However, Earley said the 56 age cut-off only applies to those actively working traffic, so controllers who are not yet ready to retire can take a desk or management job instead.Many controllers choose to retire early after completing their required 25 years of service, Duffy said, exacerbating the staffing issues. Recommended video Source: https://www.businessinsider.com/becoming-air-traffic-controller-career-pros-cons-of-job-2022-1 #the #faa #desperate #hire #enough #air #traffic #controllers #here039s #what #know #about #highstress #job #that #pays #average

As first reported by CNBC, Microsoft will be laying off 3 percent of its global workforce in an aim to streamline its operations and thin out its management structure. The layoffs will be felt across all teams, levels and regions within the company and are not performance-based. In a statement to CNBC, a Microsoft spokesperson said, "We continue to implement organizational changes necessary to best position the company for success in a dynamic marketplace." This latest round of layoffs follows deep cuts in 2023, when Microsoft laid off over 10,000 employees. Microsoft and other large tech companies are doing all they can lately to weather a shaky economic environment, made more challenging by on-and-off-again tariffs, a bevy of FTC anti-trust activity, and the demand to burn billions in cash vying for pole position in the AI race. Huge layoffs have become a regular occurrence over the last few years as giant companies seek to right-size from pandemic-era overhiring. Microsoft also recently raised prices on its Xbox consoles and removed entry-level Surface laptops to drive more profits. Last quarter, Microsoft reported earnings that outperformed expectations for both revenue and profit.This article originally appeared on Engadget at https://www.engadget.com/big-tech/microsoft-is-laying-off-3-percent-of-its-global-workforce-154755787.html?src=rss Source: https://www.engadget.com/big-tech/microsoft-is-laying-off-3-percent-of-its-global-workforce-154755787.html?src=rss #microsoft #laying #off #percent #its #global #workforce

Job offer scams have increased dramatically over the past few years, with the Federal Trade Commission stating that financial losses suffered by victims increased from $90M in 2020 to half a trillion dollars last year … Deepfake videos are increasingly common, but while scammers are using hi-tech AI methods, you can use some very low-tech safeguards to protect yourself. Job offer scams are usually geared toward identity theft. You’ll receive an approach, often through a legitimate-looking LinkedIn profile, offering you an interview. At some point during the fake hiring process, you’ll be asked to verify your ID using something like your driving license, and that will then be used to take out credit cards and loans in your name. There are companies out there fighting AI-powered scams with AI-powered detection software, but a Wired piece says that a lot of people are turning toward much simpler forms of verification. Some corporate professionals are turning instead to old-fashioned social engineering techniques to verify every fishy-seeming interaction they have. Welcome to the Age of Paranoia, when someone might ask you to send them an email while you’re mid-conversation on the phone, slide into your Instagram DMs to ensure the LinkedIn message you sent was really from you, or request you text a selfie with a time stamp, proving you are who you claim to be. Some colleagues say they even share code words with each other, so they have a way to ensure they’re not being misled if an encounter feels off. Experts say that simple methods like this can be very effective, and both recruiters and candidates alike are using them. For example, in a genuine interview you might be asked a series of seemingly-random questions like your favorite local coffee shop – a simple test to see whether you do really live in the city shown on your résumé. Another step either side can take is to ask the other person to use their phone camera to take a live photo of the laptop being used for the call. This will reveal whether it’s real or running deepfake software. 9to5Mac’s Take Deepfake video tech in particular makes it easier than ever for a scammer to convincingly impersonate a friend, family member, or anyone else. If you receive an unexpected request for help, especially anything involving money, always use another method to contact them to verify. A growing number of people are agreeing codewords to be used by family members if they really are in trouble. Unsolicited approaches from recruiters may be genuine, but should definitely put you on full alert. Always contact a company’s HR department independently via the contact number on their website to verify an approach or offer is real before supplying any personal data. Photo by Chris Montgomery on Unsplash Add 9to5Mac to your Google News feed.  FTC: We use income earning auto affiliate links. More.You’re reading 9to5Mac — experts who break news about Apple and its surrounding ecosystem, day after day. Be sure to check out our homepage for all the latest news, and follow 9to5Mac on Twitter, Facebook, and LinkedIn to stay in the loop. Don’t know where to start? Check out our exclusive stories, reviews, how-tos, and subscribe to our YouTube channel Source: https://9to5mac.com/2025/05/13/psa-how-low-tech-safeguards-can-protect-you-from-hi-tech-ai-scams/ #psa #how #lowtech #safeguards #can #protect #you #from #hitech #scams

Look below for Archinect's latest curated selection of architecture and design firms currently hiring on Archinect Jobs. This week's featured employer highlight includes openings in NYC, LA, Philadelphia, and San Francisco. For even more opportunities, visit the Archinect job board and explore our active community of job seekers, firms, and schools. Landscape architecture firm Nelson Byrd Woltz Landscape Architects is hiring for a Studio & Business Coordinator in New York City. Candidates should possess a bachelor's degree in business administration, accounting, or a related field, be proficient with Microsoft Office Suite and accounting software, and have strong organizational and time management skills. One should also have proven experience in an executive assistant, administrative coordinator, or similar role. Kinder Land Bridge and Cyvia and Melvyn Wolff Prairie at Memorial Park by Nelson Byrd Woltz Landscape Architects.AUX Architecture has an opening for a Designer with one t... Source: https://archinect.com/news/article/150480530/searching-for-new-architecture-and-design-jobs-aux-nelson-byrd-woltz-dumican-mosey-sitio-and-trimble-are-hiring #searching #for #new #architecture #and #design #jobs #aux #nelson #byrd #woltz #dumican #mosey #sitio #trimble #are #hiring

Humans, for all our intellectual sophistication, are still tribal creatures at heart. We tend to gravitate toward people who are like us—individuals who look like us, think like us, share our values, and even mirror our quirks and tastes. On the surface, this makes intuitive sense. It explains the evolutionary origins of empathy: we feel the joys, sorrows, and struggles of others more deeply when we perceive them as part of our own “in-group.” But here’s the catch: What feels good for individuals can be disastrous for diversity. If left unchecked, our biological instinct to seek sameness undermines one of the core ingredients of high-performing organizations—diversity of thought, experience, and identity. When everyone around you shares your values, it creates an echo chamber, rewards conformity, and inhibits innovation, which emerges when different perspectives and conflicting ideas transition from a state of tension to a state of harmony. Likewise, homogeneity of values and thoughts blinds us to the talents, ideas, and perspectives of people who might see the world differently—even when they are the key change agents that can help teams and organizations evolve. Diversity is a survival strategy Even amid today’s backlash against DEI initiatives, smart companies understand that removing barriers for historically marginalized individuals isn’t just a moral imperative—it’s a strategic advantage. Meritocracy is only possible when individuals are evaluated on what they can do, not how much they conform to the dominant culture. That means hiring for “culture fit”—a euphemism for “people like us”—is fundamentally flawed. If you only let people in who mirror the existing values and norms, you don’t have a culture—you have a clique. The goal should be to allow cultural outliers and diverse thinkers not just to join but to thrive. And that introduces a practical challenge: working with people who don’t share your values, including your way of thinking and working. This isn’t progress—it’s a stagnant loop. You’re building your team, your circle, with people who are just like you, which means you’re all stuck on the same wavelength. The result? Predictable outcomes and a whole lot of missed opportunities for innovation. You’ve got a room full of mirrors, not windows. You love others’ ideas because they are just like yours. Success today is less about being true to your own values and more about being open to others’ values—even, and arguably especially, when they conflict with yours. Indeed, the ability to question your assumptions, see the world through others’ eyes, and remember that just because someone is different doesn’t mean they are wrong, or that you are right, which will boost your social skills, and in turn your employability and career success. The more perspectives we add to a system, the denser its cognitive landscape becomes. Each new viewpoint introduces a different angle, a fresh interpretation—yielding more ideas, more possibilities, and inevitably, more complexity.  This complexity isn’t a flaw; it’s the cost of a richer, more textured understanding of the world. But it also demands greater mental flexibility—the ability to hold opposing ideas in tension, to think in shades rather than absolutes, and to make decisions amid uncertainty. So how do you work with people who challenge your most deeply held beliefs? 1. Professionalism over authenticity For centuries, people have gotten along in professional settings by pretending to like each other, or at least by pretending not to despise each other. This time-honored tradition of civility still works. You don’t have to like everyone. You don’t have to agree with everyone. You certainly don’t have to invite them over for Sunday brunch. But you do have to work with them respectfully and constructively. This means biting your tongue, smiling when necessary, and keeping your grievances to yourself. Authenticity sounds great—but in a workplace setting, professionalism trumps it. 2. Find common ground Even if you clash over politics, religion, or lifestyle choices, chances are you can find some common ground. Maybe you’re both passionate about the same industry trend. Maybe you both enjoy dark roast coffee. Maybe you both root for underdog sports teams. Think of it like being stuck at an airport bar during a layover. You might sit next to someone who is your ideological opposite—but after 45 minutes and a shared frustration over delayed flights, you find yourselves bonding. Finding common ground is about building bridges of human connection that can support collaboration, even across a chasm of differences. Seek those bridges. They are there. 3. Respect process over outcomes You won’t always agree on what the “right” answer is. But you can agree on how to get there. Focusing on process—asking questions, debating ideas, testing hypotheses—can depersonalize disagreements. Instead of framing it as “my values versus your values,” it becomes “let’s figure this out together.” In healthy organizations, the best idea wins—not the loudest voice or the most popular opinion. Respecting the process ensures that diversity of thought isn’t just tolerated—it’s leveraged. 4. Get comfortable being uncomfortable Most personal and professional growth happens outside your comfort zone. Working with people who reject your values forces you to examine your beliefs, sharpen your arguments, and sometimes even change your mind. That’s not weakness; it’s wisdom.  Instead of viewing discomfort as a threat, reframe it as a sign you are learning. Be curious, not defensive. Ask questions, listen actively, and try to understand—not to convert or convince, but to expand your own cognitive tool kit. In a world where the pace of change is relentless and the problems we face are increasingly complex, intellectual humility isn’t just a virtue. It’s a competitive advantage. 5. Practice rational compassion Psychologist Paul Bloom argues for rational compassion—the idea that empathy alone can lead to biased, shortsighted decisions, especially when working with people who don’t share your values. Instead of relying on raw emotional reactions, rational compassion demands a more deliberate, reasoned approach: recognizing others’ needs without being overwhelmed by them, and acting in ways that are fair, sustainable, and strategic. When faced with ideological differences, practicing rational compassion helps maintain respect and effectiveness without slipping into resentment or moral grandstanding. It shifts the focus from feeling good to doing good—even with those we disagree with. In a tribalized and polarized world, the future belongs to organizations—and individuals—who can collaborate across differences, not despite them but because of them. Working with people who don’t share your values is not just a skill; it’s a superpower. It requires maturity, empathy, curiosity, and a dash of tactical faking. It forces you to confront your biases, question your certainties, and grow beyond your tribal instincts. And ultimately, it makes you not only a better colleague, but a wiser, more resilient, and more open-minded human being. Source: https://www.fastcompany.com/91327753/5-ways-to-work-with-people-who-arent-like-you #you #dont #have #culture #clique #ways #work #with #people #who #arent #like

Ben Cole, Senior Executive Editor, InformationWeekMay 13, 20256 Min ReadNataly Turjeman via Alamy StockAs technology has evolved, so too has the chief information officer role. As artificial intelligence and advancing tech continue to be vital to business success, the CIO has moved away from the behind-the-scenes exec that keeps IT running smoothly and into a vital voice in the C-suite.Identifying how to best incorporate rapidly advancing tech into business processes has always been a big part of the CIO’s role, says IT leadership recruiter Tarun Inuganti, a senior client partner and global managing partner responsible for Korn Ferry’s Global Technology Officers Practice across North America, EMEA, Asia Pacific and Latin America. In this interview with InformationWeek, Inuganti discusses the changing CIO role and how advancing technology has always influenced how IT executives approach the day-to-day.This interview has been edited for clarity and length.What do CIOs need to know about the job and the current CIO job market?The role of the CIO has dramatically changed in the last five to 10 years, moving away from the back-office job that keeps our Zooms working and our bills being paid. I’m not dismissing that; it’s important, but it’s a lot more than that today, particularly given data analytics and AI. The ability of CIOs to use new technologies to enable the digital transformation journeys most organizations are on has been accelerating in the last eight to 10 years, I would say. It started with digital transformation;, now it’s data analytics and AI. CIOs need to be well-versed not just in technologies, but [in] how you apply those technologies for business enablement and growth. Differentiating themselves from anyone else is going to be important.Related:How is the CIO’s day-to-day role evolving, especially as tech like AI continues to evolve and influence the business?There are multiple dimensions to that. First, there are obviously huge opportunities AI can provide the business, whether it’s cost optimization or efficiencies, so there is a lot of pressure from boards and sometimes CEOs themselves saying ‘what are we doing in AI?’ The second side is that there are significant opportunities AI can enable the business in decision-making. The third leg is that AI is not fully leveraged today; it’s not in a very easy-to-use space.That is coming, and CIOs need to be able to prepare the organization for that change. CIOs need to prepare their teams, as well as business users, and say ‘hey, this is coming, we’ve already experimented with a few things. There are a lot of use cases applied in certain industries; how are we prepared for that?’ The CIO is part of that evolution.Related:A lot of organizations are trying to get ahead of that. One healthcare organization recently hired a chief AI officer, and when we asked the CEO why they were doing this now when the organization may not ready for it, he said he wanted everyone to start thinking about it because it is coming, and it could be so impactful on the business. Anything from a better patient-care environment to better use cases to better enablement of the patient experience -- and that is just healthcare. AI is going to change everything you and I do, and it is going to affect business as well. What are companies looking for in a modern CIO? Are things like an MBA important, or are there any specific certifications that are proving more valuable?It doesn’t hurt to have an MBA, but it is not something specific that our clients ask us for because by the time you get to the senior executive levels, most of those deep technical skills are not quite necessary. You need to know enough to call ‘bs’ when you have to, but you don’t need to get into the weeds. We don’t look for deep technologists, but if you have technology heritage or pedigree in some way, maybe it’s a bachelor’s in engineering or a bachelor’s in computer science, that is certainly helpful. An MBA is very nice to have, or a master’s degree in some applied math, is nice to have, but is not necessarily a requirement. At this time, it’s all about experience: You’ve had multiple roles; you’ve learned from those; you’ve applied them; you’re a leader and you’ve used technologies to impact change. Those are the kind of traits companies are looking for in a CIO.Related:It’s more about fit and culture. We have a lot of assessment tools to help clients make better decisions on that front.Are there certain CIO-specific skills that companies have a hard time hiring?Yes. AI is certainly right on top of the list. I try to remind clients that AI has been around in a variety of forms. It’s called AI today; a few years ago it was machine learning;, and before that it was behavior and analytics. This is the acceleration of the journey we are seeing with AI. I sometimes have to educate clients that what you talk about  AI has been around in different forms for a long time. You don’t have to know it all; you just have to go sometimes by that previous experience.Tarun Inuganti, Korn FerryJust having that vision to see where technology is going and trying to stay ahead of it is important. Not necessarily chasing the shiny new toy,, new technology, but just being ahead of it is the most important skill set. Look around the corner and prepare the organization for the change that will come.Also, if you retrained some of the people, you have to be more analytical, more business minded. Those are good skills. That’s not easy to find. A lot of people [who] move into the CIO role are very technical, whether it is coding or heavily on the infrastructure side. That is a commodity today; you need to be beyond that.What are CIOs looking for in employees and the organization when they are considering taking on job?This would be their wish list: Reporting to the CEO is going to be important. Being at the leadership table, being part of the executive team, is important. Most good technology leaders want to be in the conversation when decisions are being made so they can actually help with that decision and influence that decision, rather than being told, ‘Here’s what we decided; you guys go and implement it.’ That’s what they don’t want to do. Third and very important is budget, an appetite for investment and having the resources.The fourth is all about is how you fit culturally in the organization. Can I work with this team, do I believe in its vision, do I know where they are heading? All of those are fair and important questions to ask.Any other trends you are seeing in relation to the CIO role?We all talk about the CIO, but that title in and of itself is becoming less desirable for a lot of technology leaders. They want to be called chief digital and technology officer or chief technology officer, I’ve seen a variety of titles. The CIO title just sends a signal that it is more back office.Years ago, CTOs were more infrastructure people, those that ran the back-office infrastructure. Now ‘CTO’ sends a signal that the company is thinking about technology differently.Analytical business minds are needed. Finding that balance, somebody who leans into business and connects better with the business, is the skill set that is getting more important. We still have a lot of people who get enamored by the technology and forget who their audience is.About the AuthorBen ColeSenior Executive Editor, InformationWeekBen Cole is a senior executive editor for InformationWeek. He has more than 25 years of editorial experience, and guided award-winning technology coverage as editor for TechTarget sites covering CIO strategy, regulatory compliance, data science, security, data management, business intelligence and AI. Earlier in his career, Ben worked in healthcare media and as a reporter with Massachusetts-based daily newspapers.See more from Ben ColeWebinarsMore WebinarsReportsMore ReportsNever Miss a Beat: Get a snapshot of the issues affecting the IT industry straight to your inbox.SIGN-UPYou May Also Like المصدر: https://www.informationweek.com/it-leadership/ask-a-cio-recruiter-where-is-the-i-in-the-modern-cio-role-

Scammers can make good money by selling you something you can actually get for free—like government services. The Federal Trade Commission is alerting consumers to fraudulent websites that are claiming to be associated with the IRS and charging up to $300 to file paperwork for obtaining an Employer Identification Number (EIN). The EIN application is available for free on the real IRS website and requires just a few minutes to complete. An EIN, which is a corporate identifier for filing taxes, is required for anyone opening a business, estate, or nonprofit as well as those with household employees (such as a family hiring a nanny). How the EIN scam worksThe services identified by the FTC are impersonating the IRS or misrepresenting their affiliation in one or more of the following ways: Using IRS seals, logos, formatting, colors, fonts, layouts, and imagery on their websites and adsUsing "IRS" in their domain names or on their websitesUsing the term "EIN Assistant" Failing to disclose that they are not affiliated with the IRSFailing to disclose that payments are 100% service fees, as EINs are freeThis also isn't the only way scammers are profiting off of "helping" consumers apply for government services. The Better Business Bureau has tracked online services that charge people to enroll in the Department of Homeland Security's Trusted Traveler Programs, such as TSA PreCheck and Global Entry. These programs do cost money, but you don't have to pay for the application itself. (Note that TSA PreCheck contracts with several third-party enrollment providers, with total fees varying slightly from $67 to $78.)How to apply for an EIN—for freeIf you do need an EIN, you can complete the application using the IRS' EIN Assistant tool. You'll need to provide information about the legal structure of your business as well as personal information like your name, address, contact information, and tax ID. Your EIN is generated immediately upon completion and verification, and the whole process takes fewer than 15 minutes if you have all of your information ready. Source: https://lifehacker.com/money/employer-identification-number-scam?utm_medium=RSS #websites #demanding #fee #employer #identification #number #scam