Your AI Answers Suck: Here's Why (And How to Fix It In 3 Mins)

Based on what you know about my business with Systemology and plans to grow my goals and things like that in all of my org chart and positions, what do you think would be the next most important hire to help us reach our goals even quicker?

Absolutely. So thinking about where you are with Systemology and the direction you're heading, especially as you're looking to scale System Hub 2.2, relaunch some of your courses and just generally continue that growth trajectory, I think a key hire would be a really strong operations or integrator type role. You've got a lot of vision and a lot of strategic plans.

I have an integrator. That's what Melissa is. So can you take a closer look at my positions and then have another go pick what is another next best growth option?

Absolutely. Let's refine that. So since Melissa's already your integrator and you've got that piece in place, the next most impactful hire might be a dedicated marketing strategist or a senior marketing lead. Basically someone who can really own the promotion and the scaling of all these initiatives.

And she's correct because I still step in too much into marketing and that's where a lot of my time goes. Now. It doesn't always get it exactly right and you need to ask it, but there are different options with deep research and stuff like that. I can't do it on the phone, you have to do it on the desktop. But the key here is you've just got to ask better questions. The secret of AI, it's not about the answers as much. It's also about the questions. If you ask vague, lazy questions, you get vague, lazy answers. You want to program it with your information and then learn to ask sharp specific questions. And generally most people, when they come to AI, they everybody has their field of knowledge, so they're asking the questions that they think are important and what they know about that they don't ask the questions that they don't know that they should be asking because they don't know them. It's just outside of their comfort zone. But you've got to remember AI has a PhD knowledge on every topic. So the game here is to actually get very good at asking great questions. AI doesn't replace thinking, it rewards better thinking by giving you a better quality output.

Based on the quality of that input.

And I'm telling you now, all of us are not using AI enough asking the right questions the way I use this business brain most recently. So a few of my, my old EA stepped aside from her position so that she could focus in on her young family. I went through the process of recruiting and I thought how can I use AI for the whole process all the way through, right. So first thing I did uploaded all of our position descriptions. I've already taken a Colby test, so I know a little bit about myself. And I uploaded the Colby test as well. It's like a personality test. And then I said, here's what Jerrica used to do. And I copied everything out of Asana. Just cut and paste all the tasks in there. And I said, okay, so this is what my EA used to do. This is me. This is a bit about the business. Can you help me write a position description for this particular role? So wrote up the position description to find the right person. And then I said, I asked it, I said, you already know about me and where I'm weak and I'm not that great in certain areas and what the assistant needs to do. So you know, what are the qualities I need to be looking for the person to complement where it is that I'm not strong. So it wrote it up and then I actually worked with a recruitment agency to actually handle the incoming applications and do some of the work under my guidance and direction. So we used AI to help draft up the questions that the EA needed to be asked to help me to uncover and identify the EA that the AI helped me draft the position description. And then we put that into an automated system so that they could interview on mass. Then they select the best candidates and put them forward to me. Then I took the candidates CVs and fed it back to all. This is all inside the business mind that I've shared. You shared it back and said these are the five candidates that have come through that the top applicants. Which one of these do you think should make it through to the next round and tell me why? And then we had a bit of a discussion and then it gave me the top three and then we got them to the recruitment committee to outreach and book that next call. We did that. Then I said, based on what you know about each of these applicants because I gave them the pre screened questions and their cv. I said what are the key questions I need to ask them in the interview? So then it told me what to ask them. Then I had the interview. Then I took the transcripts of those interviews and then fed it back in. This is all in the same chat inside this business mind. And then said which of these candidates are best suited? And we gave them a little trial task and long story short, we ended up selecting Sherry through this process, but it was just an example of you use the business mind once you've created it, to be your thinking partner. So this is a little bit different from the custom GPTs, because this is more when you're asking questions and specific questions and you might not design out a custom GPT for that particular process. That's how I would use the business mind.

That was a clip taken from our Systems Champion Academy, which is the world's first and only community designed for for systems champions and business owners to help them build the business of their dreams. We really focus on getting your processes done, getting the team on board, and building it so that the business is free of the business owner. To find out more, head over to systemology.com systemschamp and I'm looking forward to.

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