Meta's new Model Capability Initiative will track the mouse movements, clicks, and keystrokes of its US employees to generate high-quality training data for future AI agents. This software will operate on specific work-related apps and websites, and will also utilize periodic screenshots to provide context for the AI training.
The leader who hasn't examined their own fears, assumptions, and blind spots will inevitably project those shadows onto their teams. Inner work enables outer connection. This ancient wisdom has never been more urgent. Here's an irony worth sitting with: the more AI dominates our workplaces, the more desperately we crave authentic human connection.
We sold them a career vision which they probably aren't going to get. They're more willing to afford the thought of, 'I'm going to find something else, but I can't really afford to pull the trigger myself'. This reflects how young workers face student debt, rising living costs, and diminished prospects for traditional milestones like homeownership, making voluntary job transitions feel financially impossible despite career dissatisfaction.
We talk constantly about age-in politics, in leadership, in debates about retirement and the future of work. Yet we rarely stop to ask a simple question: What is age, exactly? Most of us rely on a single number, as if people were stamped with a vintage year like bottles of wine. But age is far from a fixed or universal metric. It is multidimensional, deeply unequal, and increasingly misleading when used as a shortcut for ability, potential, or readiness.
A report by J.P. Morgan estimates that corporations can save billions of dollars a year by employing fewer people through automation. And, in fact, a 2025 study out of Stanford University has found that AI is already "beginning to have a significant and disproportionate impact on entry-level workers in the American labor market," with workers between the ages of 22 and 25 in the most AI-exposed occupations experiencing a 13 percent decline in employment.
