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The most obvious use case for generative AI in editorial operations is to write copy. When ChatGPT lit the fuse on the current AI boom, it was its ability to crank out hundreds of comprehensible words almost instantly, on virtually any topic, that captured our imaginations. Hundreds of “ChatGPT wrote this article” think pieces resulted, and college essays haven’t been the same since. Neither has the media. In October, a report from AI analytics firm Graphite revealed that AI is now producing more articles than humans. And it’s not all content farms cranking out AI slop: A recent study from the University of Maryland examined over 1,500 newspapers in the U.S. and found that AI-generated copy constitutes about 9% of their output, on average. Even major publications like The New York Times and The Wall Street Journal appear to be publishing a minimal number of words that originated from a machine. I’ll come back to that, but the big takeaway from the study is that local newspapersoften thought to be the crucial foundation of free press, and still the most trusted arm of the mediaare the largest producers of AI writing. Boone Newsmedia, which operates newspapers and other publications in 91 communities in the southeast, is a heavy user of synthetic content, with 20.9% of its articles detected as being partially or entirely written with AI. {"blockType":"creator-network-promo","data":{"mediaUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/03\/mediacopilot-logo-ss.png","headline":"Media CoPilot","description":"Want more about how AI is changing media? Never miss an update from Pete Pachal by signing up for Media CoPilot. To learn more visit mediacopilot.substack.com","substackDomain":"https:\/\/mediacopilot.substack.com\/","colorTheme":"blue","redirectUrl":""}} Why local papers rely on AI Putting aside any default revulsion at AI content, this actually makes a lot of sense. Local news has been stripped down to the bone in recent years as reader attention has fragmented and advertising dollars have shrunk. A great deal of local papers have folded (more than 3,500 since 2005, according to Medill School of Journalism at Northwestern University), and those that remain have adopted other means to survive. In smaller markets, like my New Jersey town, it’s not uncommon for the community paper to republish press releases from local businesses. The fact is, writers cost money, and writing takes time. AI, of course, radically alters that reality: for a $20 a month ChatGPT subscription, you now have a lightning-fast robot writer, ready to tackle any subject. Many unscrupulous people treat this ability as their own room full of monkeys with typewriters, cranking out articles just to attract eyeballsthe definition of AI slop. But there’s a difference between slop and AI-generated copy written to inform, with the proper context, and edited by a journalist with the proper expertise. In a local news context, the use case for AI writing that’s most often cited is the lengthy school board meeting that, if covered, would take a reporter several hours of listening to transcripts, synthesizing, and contextualizing just to cover what happened. With AI, those hours compress to minutes, freeing up the reporter to write more unique and valuable stories. More likely, of course, is that the reporter no longer exists, and an editor or even a sole proprietor simply publishes as many pieces as they can that serve the community. And while it’s not the ideal, I don’t see what’s wrong with that from a utilitarian perspective. If the copy informs, a human has done a quality check, and the audience is engaging with it, what does it matter whether or not it came from a machine? AI mistakes hit different That said, when mistakes happen with AI content, they can undermine a publication’s integrity like nothing else. This past summer, when the Chicago Sun-Times published a list of hallucinated book titles as a summer reading list, it caused a national backlash. That’s because AI errors are in a different categorysince AI lacks human judgment and experience, it makes mistakes a human never would. That’s the main reason using AI in copy is a risky business, but safeguards are possible. For starters, you can train editors to catch the mistakes that are unique to AI. Robust fact-checking is obvious, and using grounded tools like Google’s NotebookLM can greatly reduce the chance of hallucinations. Besides factual errors, though, AI writing has many telltale quirks (repeated sentence structures, dashes, “let’s delve . . .,” etc.). I call these “slop indicators,” and, while they’re not disastrous, their continued presence in copy is a subtle signal to readers that they should question what they’re reading. Editors should stamp them out. Which is not to say publications shouldn’t be transparent about the use of AI in their content. They absolutely should. In fact, I’d argue being as detailed as possible about the AI’s role at both the article level and in overall strategy is crucial in maintaining trust with an audience. Most editorial “scandals” over AI articles blew up because the copy was presented as human-written (think about Sports Illustrated‘s fake writers from two years ago). When the publication is upfront about the use of AI, such as ESPN’s write-ups of certain sports games, it’s increasingly a non-event. Which is why it’s confusing that some major publications seem to be publishing AI copy without disclosing its presence. The study claims that AI copy is showing up in some national outlets, including the New York Times, the Washington Post, and The Wall Street Journal. This appears to be a similar, if smaller scale, issue as the Sun-Times incident: Almost all of the instances were in opinion pieces from third parties, though it appears to be happening around 45% of the time. That suggests third parties are using AI in their writing process without telling the publication. In all likelihood, they’re not aware of the outlet’s AI policy, and their writing contracts may be ambiguous. owever, it’s not like the rest of the content was totally immune from AI writing; the study revealed it to be present 0.71% of the time. Getting ahead of AI problems All of this speaks to the point about transparency: be straight with your audience and your staff about what’s allowed, and you’ll save yourself headaches later. Of course, policies are only effective with enforcement. With AI text becoming more common and more sophisticated, having effective ways of detecting and dealing with it is a key pillar of maintaining integrity. And dealing with it doesn’t necessarily mean forbidding it. The reality is AI text is here, growing, and not going away. The truism about AI that’s often citedthat today is the worst it will ever begoes double for its writing ability, as that is at the core of what large language models do. Of course, you can bet there will be train wrecks over AI writing in the future, but they won’t be about who’s using AI to write. They’ll be about who’s doing it irresponsibly. {"blockType":"creator-network-promo","data":{"mediaUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/03\/mediacopilot-logo-ss.png","headline":"Media CoPilot","description":"Want more about how AI is changing media? Never miss an update from Pete Pachal by signing up for Media CoPilot. To learn more visit mediacopilot.substack.com","substackDomain":"https:\/\/mediacopilot.substack.com\/","colorTheme":"blue","redirectUrl":""}}
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Being asked to apply for a promotion is often framed as an unqualified win: validation that your work is seen and your potential recognized. Yet for many high-achieving professionals, that invitation can spark as much ambivalence as excitement. Because the question isnt only Can I do this? Its also Do I want to live this way? Promotions can be career accelerators, but they also reconfigure your days, your priorities, and your sense of balance. The challenge is learning to evaluate the opportunity without being swept away by itto discern whether its truly aligned with this season of your life. {"blockType":"creator-network-promo","data":{"mediaUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/03\/acupofambition_logo.jpg","headline":"A Cup of Ambition","description":"A biweekly newsletter for high-achieving moms who value having a meaningful career and being an involved parent, by Jessica Wilen. To learn more visit acupofambition.substack.com.","substackDomain":"https:\/\/acupofambition.substack.com","colorTheme":"salmon","redirectUrl":""}} The recognition feels gooduntil the logistics set in Theres an undeniable thrill in being seen. Someone has connected the dots between your competence and your potential. A promotion can expand your reach and amplify your impact. But recognition isnt the same as readiness. The women I coach rarely question whether they can do the job; they question whether they can do it well while maintaining the life theyve intentionally built. Before saying yes, imagine your typical Tuesday six months from now. What fills your calendar? Whats energizingand whats draining? If the answer feels expansive, thats information. If it feels heavy, thats information, too. Beware the just for practice mindset Many people apply with low expectations, telling themselves theyre just interviewing for practice. But interview processes are designed to entice youthey make you picture yourself in the role and attach to the possibility. Thats not a reason to opt out, but its a reason to stay clear-headed. Know what success looks like before you begin, so youre deciding from intention, not momentum. Ask two grounding questions When youre stuck between ambition and hesitation, two questions can clarify your thinking: Can I live with the outcome if I dont apply and dislike who gets the job?If that thought bothers you, it may signal that you care deeply about the work or the direction of your organization. What looks like ambivalence might actually be conviction. Can I live with the outcome if I do apply and dont get it?If rejection would shake your sense of worth, pause and make sure you have the support to weather it. If you can answer yes to both, youre operating from clarity rather than fear. Readiness vs. willingness When someone says, Youd be great for this, theyre recognizing your readiness. But willingnessthe energy and capacity to take it onis a separate question. You may have every credential yet still feel an internal no. Maybe your kids need you differently right now, or youve finally found equilibrium after years of intensity. Thats not a lack of driveits discernment. Sustainable growth depends on timing. The real cost of up Leadership often brings influencebut also more meetings, politics, and distance from the work you love most. One client put it bluntly: I thought a promotion would mean more freedom. It meant more meetings about other peoples freedom. If the day-to-day realities of the new role sound energizing, thats your green light. If they sound exhausting, its okay to hit pause. Ambition doesnt have to mean saying yes to everything. Build the infrastructure for success If you move forward, do it deliberately. A bigger job requires a sturdier foundationat work and at home. Clarify what support youll need, what boundaries will sustain you, and what you can delegate. Thriving in a higher role isnt about doing more alone; its about designing systems that help you hold more together. Decideand own it If you say yes, treat the process as a two-way interview. Ask about resources, expectations, and what success actually looks like. Enter the role with curiosity and flexibility, not perfectionism. If you say no, do it with confidence. Try something like: Im honored to be considered. Right now, Im focused on deepening my impact where I am and want to be intentional about my next step. Thats not avoidanceits leadership. The paradox of promotion Promotions are both validating and destabilizing. They can expand your influenceor stretch you too thin. The goal isnt to make the right choice, but an honest one. When someone taps you on the shoulder and says, You should apply, take the compliment. Then take a breath. Listen to both voices inside youthe one that craves growth and the one that craves peace. True wisdom lives in the space between them. {"blockType":"creator-network-promo","data":{"mediaUrl":"https:\/\/images.fastcompany.com\/image\/upload\/f_webp,q_auto,c_fit\/wp-cms-2\/2025\/03\/acupofambition_logo.jpg","headline":"A Cup of Ambition","description":"A biweekly newsletter for high-achieving moms who value having a meaningful career and being an involved parent, by Jessica Wilen. To learn more visit acupofambition.substack.com.","substackDomain":"https:\/\/acupofambition.substack.com","colorTheme":"salmon","redirectUrl":""}}
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Matt outworked his peers and risen a rung too high on the career ladderat least, too high for the good of anything but his insecure ego. Constantly fearing his bluff would be blown, he overcompensated by striving to impress upward while leading from fear. His anxiety seeped through his management team, then filtered into the ranks beneath, chipping away at everyone’s courage. He micromanaged, filtered feedback, and pushed out anyone who challenged himthe best, brightest, and boldest. When crisis hit, his “play not to lose” mentality magnified while competitors gained ground Chances are youve met someone like Matt. They’re crushing every deadline, exceeding every target, climbing every ladder. But look closer, and you may also see fractured relationships, disenchanted colleagues, and toxic team dynamics in their wake.Meet the “insecure overachiever”exceptionally capable people whose deep-seated insecurities override their nobler aspirations. These aren’t garden-variety workaholics. They’re high performers driven by a gnawing fear of not being enough: not smart enough, valued enough, worthy enough. The distinction between healthy ambition and insecure overachievement is deceptively subtle. Both deliver results. But healthy ambition stems from wanting to contribute value and build connection, while insecure overachievement is fueled by the need to prove worth and alleviate anxiety. Why The Best Workers Can Destroy The Most Value What makes this pattern problematic is that organizations often reward the dysfunction. Insecure overachievers stay later, work harder, say yes faster, and consistently over-deliver. Those in power generally love themuntil the hidden costs surface: toxic cultures, talent loss, and teams that become competitive battlegrounds rather than collaborative ecosystems. The warning signs can be subtle. Wins bring only fleeting relief before anxiety about the next goal kicks in. They sacrifice essentialssleep, health, relationshipsfor work extras. Self-worth becomes dangerously intertwined with output: a bad day at work equals being a bad human. Here’s where it gets destructive: insecurity rarely stays contained. Insecure overachievers often shore up fragile egos by diminishing others. When your worth feels constantly threatened, making others feel smaller provides temporary relief. Axios cofounder Jim VandeHei put it bluntly “Nothing destroys more relationships, teams, or companies than insecure people in power, he warned. It’s an insidious form of cancer.” Breaking Free Without Breaking Down Recognizing yourself in this pattern? The good news: breaking free doesn’t mean abandoning ambition. It means realigning it from proving something to improving something. Find Your Summon Bonum. Roman philosopher Cicero coined this phraseLatin for “the highest good”believing everyone should aspire toward it. Until we’re more committed to a positive future outcome, our actions will be governed by fear of a negative one. Trade proving for improving. When all your energy focuses on impressing others, it’s taken from improving yourself and tapping into your creative faculty to bring smarter solutions. The irony? Shifting from external validation to personal growth and contribution creates more sustainable successand greater respectover time. Instead of “What did others think?” ask “What did I learn?” Schedule non-negotiable recovery. Treat rest like any other crucial meeting. Organizational psychologist Adam Grant’s research demonstrates that meaningful contributionnot endless outputdrives long-term well-being and sustainable performance. Practice radical self-compassion. Talk to yourself like you would a trusted friend facing the same struggles. Dr. Kristin Neff’s research shows self-compassion actually improves performance by reducing the fear that fuels over-functioning. Embrace the insecure part of yourself; befriend that younger version who learned that achievement equaled love. Leading Insecure Overachievers If you manage these high performers, resist the temptation to simply enjoy their output while ignoring their patterns. Left unchecked, their behaviors can poison entire teams. Spot the early warnings. Notice team members who rarely delegate, constantly seek reassurance despite competence, take more credit than due, or obsess over managing upward while neglecting their own teams. Like Matt, they create competitive rather than collaborative environments. Have direct conversations about workload and help them see how their drive affects team dynamics, not just individual metrics. Recognize effort, not just results. Focus on contribution over competition. Acknowledge people for who they are, not only what they produce. Amy Edmondson’s research on psychological safety shows that when people feel safe to be imperfect, teams become more innovative and resilient. Model healthy boundaries. If you’re sending midnight emails and working weekends, you’re reinforcing the very behaviors you want to change. Demonstrate that rest and boundaries are professional strengths, not weaknesses. The Path Forward Organizations need ambitious, competitive, and driven professionals. But the healthiest ambition comes from being committed to outcomes that transcend self-interest and insecurity alleviation. Organizations whose leaders are more committed to purposeful growth over impression management will ultimately outperform others. The real question isn’t whether you’re achieving enoughit’s whether you’re achieving for the right reasons, and whether your drive lifts others up or tears them down. Sustainable success isn’t about proving your worth at others’ expense. It’s about expressing your potential while helping others do the same. Don’t be a Matt. The world has enough insecure overachievers already.
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