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Every day another industry leader proclaims that everything will change with AI. While there is no question AI is the most transformative tech shift since the industrial revolution, all the hype means leaders lack real answers about how those changes will roll out or improve critical decisions that will impact the future of their business. As the CEO of a technology company that has invested over $2 billion in evolving our cloud and managed services platform over the past 14 years, I have seen firsthand how foundational innovation sets the stage for transformational leaps. Two years ago, we recognized that AI had matured from future potential to strategic imperativeprompting a $100M investment while continuing to evolve our existing platform. Soon we will launch the next generation of our platform with AI fully integrated, putting our customers in a winning position while giving our internal teams the early-adopter advantage to evaluate vendor solutions and empower employees to harness AIs full potential. Our team sees AI following the 80/20 rule: 80% of jobs will change 20%, and 20% of jobs will change 80%. Here are four questions we continue to ask as we progress on our AI journey, for our customers and internally: 1. How are we encouraging AI literacy across the entire organization? AI is moving too fast to guarantee ROI; but it is too transformative to gatekeep it from employees. You will never find out how AI can help your teams unless you enable innovation that comes from all levels in the organization. The best way to encourage that is by giving tools to everyone. In our case we added Microsoft CoPilot to our existing contract as soon as it was released to encourage team members to use AI in their daily work while running AI literacy and education programs across the company. 2. What is the AI innovation process? As a leader, you want to operationalize curiosity and let every employee explore, test, and learn what is possible with AI. The promise of AI is that a non-coder can build an app, and it is true. Your most innovative team members will build their apps for their business problem and go fastand if you offer a little help, these innovators will go faster. In the last six months we have seen 725 exploratory agents created by employees experimenting with CoPilot. Of those, 40 agents have been selected to scale and are being used routinely across teams. Meanwhile, IT continues to offer technical and moral support to the self-starters. The most important part of this process is understanding these employee-led innovations and applying them to the broader organization. In our case, promising ideas are funneled through a formal review process to assess their potential for enterprise-wide scalabilityfor instance, a services-built app was expanded with enterprise support to also support sales. When a use case requires IT or development resources, the innovator helps define the use case and provide an ROI, after which the AI steering committee prioritizes initiatives based on their potential impact. This ensures the most valuable ideas move forward efficiently while the entire organization learns. 3. What is the A2A and MCP story? As a CEO you need to learn the key terms A2A and MCP and push for these standards to avoid your teams building silos of technology that become obsolete as they cannot work with other systemsthe bane of every enterprise back office. A2A is agent to agent; think of it as APIs for agentic. One vendors agent speaks to another vendors agent, which allows the passing of context so that an enterprise workflow can succeed. Vendors will resist this as they try to monopolize your spend. MCP is model context protocol. MCP is a server that sits in front of a data repository and summarizes the context for agents. This reduces the need for agents to access your datawhich in many cases they do not need; they only need the context of a situation to decide what action to take. This will keep your teams from getting caught in a quagmire of creating data silos while reducing your need for data warehouses. 4. When will we see the ROI? In the rigid world of IT timelines and budgets, we would all like to see ROI immediately. But remember the greatest innovations and paybacks often come from learning and failure. After all, when asked about all the missteps on his way to create the electric light, Edison famously answered: I have not failed. Ive just found 10,000 ways that wont work. Artificial intelligence is going to change the world and everything that we do. Failure to invest in AI will put your entire business at risk, and a short-term focus on ROI is myopic. Our culture is about better, better, never best, where we celebrate success and learn from failure. This approach has enabled our product teams to evolve our platform at the right time for artificial intelligence, and for our IT organization to draft on those learnings while creating an environment where employees can innovate and keep Calix and our customers as leaders of the AI opportunity.
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E-Commerce
Theres no shortage of challenges facing employers and the U.S. workforce. From economic concerns to the impact of AI, both workers and organizational leaders are navigating big changes. One trend deserves particular attention: working mothers are reevaluating their place in the workforce. As reported by the Washington Post, the share of mothers aged 25 to 44 with young children who are in the workforce is on the decline, reaching its lowest level in more than three years. This shift has direct implications for recruiting, retention, and overall market competitiveness. But it also opens the door for leaders to make a meaningful difference for their employees. Understanding the pressures working mothers face Research by Harris Poll and KinderCare confirms this same reality: Working parents are balancing tremendous responsibilities at home and at work. As a working mother myself, I know firsthand how real these pressures feel. At the heart of the challenge is supportor too often, the lack of it. Our 2025 Parent Confidence Index, a survey of 2,000 U.S. parents with children under age 12 conducted with the Harris Poll, found that working parents are especially impacted by back-to-office mandates. Nearly three-quarters of parents are now working in-office full-time or in hybrid roles, and 60% say this has impacted their child care needs. Many would still prefer remote arrangements: 40% said all remote is their ideal, and nearly half felt pressured to return to the office. As employers continue to evolve their workplace policies, what working parents want from employers is clear. More than three-quarters believe employers should offset the cost of child care. Parents told us that they specifically want subsidized, on-demand, and on-site child care options, depending on their working scenario. Yet theres often a perception gap. While nearly half of all employees say they want child care benefits, only a third of chief HR officers (CHROs) believe their workforce needs them. And a striking 60% of employees say theyd rather have child care subsidies than a raise. Child care isnt just a nice-to-have when nearly three-quarters of parents say it would be impossible to do their job without reliable, high-quality care. Among those who already have benefits, 90% report that quality child care gives them peace of mind to perform well at work. Employers can be a part of the solution While many parents still say finding child care feels challenging, employers are uniquely positioned to be part of the solution. Child care benefits dont just support familiesthey strengthen business outcomes: Employee performance: Nearly 60% of parents say unreliable child care has hurt workplace performance. Retention: More than half would stay at a job because of child care benefits, and one-third or more would switch to get them. Reputation: More than 80% of employees believe how a company supports parents reflects how it cares for employees overall. Employers who lead here will be seen as family-oriented, caring, empathetic, and forward-thinking. A practical path forward The good news is that solutions are accessible and effective. Child care programs are not difficult or cost-prohibitive to implement, and their return on investment is significant when compared with the high cost of turnover (currently estimated at 50% to 200% of the employees annual salary). For example, Thomas Jefferson University and Jefferson Health partnered with KinderCare to assess how family care challenges affected their workforce. The survey revealed a clear ROI opportunity: Access to reliable child care would significantly reduce absenteeism, a critical issue in healthcare. The straightforward solution was to open an on-site child care center. KinderCare helped bring that vision to life, which continues to thrive, providing essential support to their working parents. Talent isnt disposable. It is the organizations margin of difference. Ultimately, the message for C-suite and talent leaders is simple: listen. More than 80% of employees who are parents believe that how a company supports its working parents reflects how it cares for its employees overall. Employees are telling us what matters mostsupporting the integration of home and work. By developing programs that speak directly to workforce realities, organizations strengthen retention, productivity, and competitive position.
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E-Commerce
If you hear your organization talking about the Great ShakeOut, it has nothing to do with Taylor Swift or Florence and the Machine. Instead, this international event promotes earthquake preparedness. Having a plan greatly improves outcomes and saves lives. On October 16 at 10:16 a.m. local time, millions will be practicing how to properly drop, cover, and hold on. Lets take a look at the science behind earthquakes, the regions they impact, and how to participate in the Great ShakeOut. What actually causes an earthquake? The Earths outer layer is made up of seven major tectonic plates. Think of these as patches of a quilt that isnt stitched together perfectly. The places where the plates meet are called plate boundaries. Some of these contain fault lines. The patches or plates move since they are not properly connected, which causes stress to build up at the borders. When this reaches a boiling point, the pressure is released, causing the earth to shake. Which regions have the greatest earthquake risk? According to the United States Geological Survey, 81% of earthquakes take place along the Circum-Pacific seismic belt, which is located on the rim of the Pacific Ocean. This shaky area is also known as the Ring of Fire because of its plethora of volcanoes.Because of Japans advanced ability to detect earthquakes, it holds the dubious honor of having the most recorded quakes, though the USGS says its more likely that Indonesia experiences the most quakes annually by virtue of its larger size. The most catastrophic earthquakes have tended to occur in China, Iran, and Turkey. How can I participate? Organizations and individuals are welcome to participate in the Great ShakeOut. You can even make it a family affair. Register at shakeout.org to make sure your efforts are counted. There, youll find resources such as a drill narration and discussion questions for a post-event debrief. There are also steps to take to be ready for the big one. These include making sure furniture and decorative items are secure, having a disaster plan, and keeping emergency supply kits stocked and up to date with all the necessary items.
Category:
E-Commerce
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