Dr. Sangeeth Ibrahim 👍

Great teams make.... #MissionInspire1Million

I have worked closely with fresh graduates since 2007. One thing I have noticed over these years is that every 3–4 years, there seems to be a noticeable shift in behaviours and attitudes towards work. What worked with one cohort doesn't necessarily work with the next. The young guns entering their first jobs today are teaching me a few things. 1. They want personalisation. In almost everything.😁 Different ways of learning. Different work timings. Different breaks. Different deadlines. Different ways of receiving feedback. The standard response of “But everyone else follows the same system” doesn't seem convincing to them. Phew. 2. They question rules. And they aren't convinced easily. “Because that's the rule” doesn't work very well. Explain the WHY. Explain it again. And again. If something is non-negotiable, tell them why. They are not being defiant. They thrive on transparency and logic. 3. When we ask them to do something, they often think it is for us — not with their benefit in mind. (This is the most challenging bit) We may be sure that an assignment, project or rotation is good for them. They may see another organisational requirement. Don't assume the benefit is obvious. Show them what's in it for them. 4. They don't want to be constantly reminded. Tell them about the exam, meeting, deliverable or deadline. Make expectations clear. Give them the tools and information they need. Then let them own it. Don't keep chasing them. 5. “You will need this someday” is becoming a difficult sell. They want to understand relevance NOW. Reasons are obvious. They have grown up in a world that increasingly adapts itself to the individual. Then they enter organisations that still expect the individual to adapt to the system.😔 Research supports all these patterns. So if you manage young people or design graduate programs, they are worth paying attention to. Personalise where possible. Explain the why. Show the benefit. Give them ownership. Make it relevant NOW. All the best!😁 #MissionInspire1Million

I love podcasts. And on my drives between Dubai and Abu Dhabi, I listen to quite a few of them. But I recently had a thought. What if, instead of spending the entire drive listening to other people think, I spent some of it learning about how I think? So I started experimenting with ChatGPT Voice. And I think I may have found a cool way to turn the drive into a personal development lab. A conversation about you — where AI asks the questions, listens to your answers, challenges you, and gives you personalised feedback. I have been experimenting with three modes. 1. The Articulation Coach ChatGPT interviews you like a senior executive. You answer spontaneously. No preparation. After a few questions, it gives you an assessment — including what you could improve and, more importantly, how to improve it. I tried this recently. Some of the feedback was uncomfortably accurate! 2. The Leadership Case Clinic This one tests something completely different: your judgement. AI gives you a difficult leadership dilemma. You decide what you would do. Then it challenges you. At the end, it doesn't just evaluate your decision. It looks at how you made the decision- your assumptions, biases and blind spots. 3. The Executive Mirror (my favourite) This one goes deeper. AI asks questions about your career, values, motivations, relationships, ambitions and the next chapter of your life. What are you still trying to prove? What does success mean to you today compared with twenty years ago? At the end, it reflects back the patterns, contradictions and assumptions it noticed. So how do you actually do this while driving? Obviously, you shouldn't be typing prompts while driving. Set everything up before you start your journey, put ChatGPT into Voice, keep your phone hands-free, and give it one instruction. Try this: “I'm going for a drive and want to use the time for personal development. Everything from now on must be voice-only and conversational, with no need for me to read or type. Be my AI development coach. Give me three choices: Articulation Coach, Leadership Case Clinic, or Executive Mirror. Briefly remind me what each one does and ask me which one I want to do. Once I choose, take complete control of the exercise. Ask one question at a time, listen carefully to my answers, ask intelligent follow-up questions, challenge me where appropriate, and give me a developmental assessment when we finish.” That's it. Start driving. And the conversation begins. I still love podcasts. But there is an interesting difference. A podcast gives you someone else's insights. A conversation like this may give you insights about yourself. Same road. Different journey. #MissionInspire1Million

Whenever I have some free time, I often find myself going back to scenes from the same movies. The Equalizer series, especially The Equalizer 3. Nobody. Taken. There’s something about these movies that keeps pulling me back. And I started wondering: Why these movies? So I tried a little experiment with ChatGPT. I told it about the movies I repeatedly go back to and asked whether there was a common psychological pattern behind them — and whether that pattern might reveal something about my personality, an unmet need, or even a part of myself that I don't normally express. The response was thought-provoking. Apparently, what attracts me may not really be the violence at all. It could be: Quiet potency: being highly capable without feeling the need to advertise it. Being underestimated: there’s something satisfying about the idea that there is much more beneath the surface than people initially see. Controlled power: strength combined with the restraint not to use it unless necessary. And the one that made me think the most: Simplicity without insignificance. Maybe that’s why The Equalizer 3 appeals to me so much. The beautiful Italian village. The cafe. The quiet routine. The sense of community. A simple, peaceful life, but not a small one. Of course, three movies and an AI conversation aren't a personality assessment. 😄 But as a small exercise in self-reflection, I found it fascinating. So here's an experiment for you. Think of 3 movies you often find yourself going back to. Not necessarily your three favourite movies-the ones you rewatch, revisit scenes from, or somehow keep returning to. Then give ChatGPT this prompt: “Here are three movies I often find myself going back to: 1. [Movie 1] 2. [Movie 2] 3. [Movie 3] Look for the psychological pattern connecting these movies. What might my repeated attraction to them suggest about my personality, unmet needs, hidden desires, or parts of myself that I don't normally express? Don't flatter me. Give me 3–4 specific hypotheses, including anything that might surprise me or make me slightly uncomfortable.” If you try it, I'd genuinely be curious to know what you discover about yourself. Sometimes the stories we keep returning to might tell us something about the stories going on inside us. #MissionInspire1Million

I built an AI simulator recently. I was super excited about it. It allowed people to experience a workplace challenge, make decisions, see consequences and learn- all powered by Loveable. Then I showed it to our fresh graduates. I expected a “wow”. I didn't get one. They were polite. But the excitement I often see from people in their 30s, 40s and 50s simply wasn't there. It made me wonder: Is Gen Z getting tired of AI? The data tells an interesting story. A 2026 Gallup study found 51% of Gen Z use GenAI weekly. So they aren't rejecting it. But in just one year: Excitement about AI fell 14 percentage points Anger towards AI rose from 22% to 31% 48% of employed Gen Z now believe AI's workplace risks outweigh its benefits And this one struck me most: 80% believe relying on AI to do things faster could make performance harder in the future. Perhaps that's the difference. Many of us discovered AI after building our expertise. We look at it and think: “Look what I can now do.” Someone entering the workforce may be thinking: “What will I still get the opportunity to learn to do?” Add novelty fatigue to that. Another chatbot. Another AI app. Another AI demo. Maybe Gen Z isn't resisting AI. Maybe they're simply no longer impressed by it. That changes our job. Don't just show young employees what AI can do. Give them problems to solve before giving them AI tools. Let them think first and use AI to challenge their thinking. Protect opportunities to learn, experiment and fail. Involve them in redesigning their jobs rather than redesigning their jobs for them. Perhaps our AI conversation needs to shift from: “Look what AI can do.” to “Habibis, look what AI can help YOU become.”

We often say, “No one is indispensable.” And perhaps, operationally, that is true. People leave. Roles get filled. Decisions get made. Targets are achieved. The show goes on. But it is never quite the same show. Because every person brings something that is really unique. The way they think. Their creativity. Their way of getting things done. The relationships they build. The people they support. The standards they quietly set. The little differences they make. A successor can replace the role. They may even outperform the person. But they cannot recreate that exact constellation of ideas, relationships, quirks, memories and moments that made the person them. Perhaps that is what we call legacy. The organisation is slightly different because you were once there. So yes, no one may be indispensable. But no one is entirely replaceable either. #MissionInspire1Million

Habibis, one of the most powerful messages a manager can give their people is: “What we are doing matters. And you matter beyond what you produce.”