Ross Barnes

based on your strengths in your profile and the things you like to do.

So I have an interview with you, Dimo, and when do you feel alive?

When are the things that you really like to do?

What are the things you hate to do in your job?

What are things that you worry about?

What are risks?

And then I'll feed that through the Ikigai framework.

And I will say, okay, to do the things that you want to do, here's the things we need to automate.

So your job can be the thing that makes you light up every day.

And that's what we should be doing.

Augmenting people and making them do the things they're really good at.

It's hard, isn't it?

It's hard.

So I think that's why you've got to do it through both lenses because

You can't automate a person.

You can automate a role, but you can't... It's like understanding the soft relationships and power people have in organizations.

When there's layoffs, and there are lots of layoffs happening at the moment, which is very sad, but you can see that the human part...

the institutional knowledge that is getting lost, the relationships that are disintegrating, that if you don't track it and you don't think about that person as a human rather than on a roll, you'll find out that all the passwords for your servers have gone.

You'll find out that... You'll find out that...

um what this person a had a relationship with supplier a person b a company b which meant that you got 50 off on xyz and that's gone because that's not tracked what's tracked is is the role