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When we sought to use AI to explore Susan Wojcicki's Activation factors, we chose a straightforward approach. We provided Grok, (the advanced AI developed by xAI) with the same survey prompts a human respondent would receive. Grok completed the survey phase just as a human would, offering responses as any individual familiar with Wojcicki would do. (read more...)
Why Grok?: Grok stands out for its ability to synthesise vast data sets to draw coherent, insightful conclusions. Its design allows for an outside perspective on humanity which, when applied to understanding someone like Susan Wojcicki, brings to light patterns, paradigms and behaviours as though a human had conducted the assessment.
Validity of AI Insights: With its capacity to process and analyse information on a scale beyond human capability, Grok brings to the table a depth of analysis that matches most human insights. This extensive data processing power ensures that the results are informed and nuanced.
Consistency and Human-Likeness: Our standard survey processing revealed that Grok maintained consistency across responses, displaying characteristics akin to human reasoning. This consistency check underscored the AI's ability to engage with the survey in a manner that closely resembles human thought processes, affirming the validity of its responses.
The results shown in the Activation assessment below are grouped into five parts.
The report begins with an exploration of Susan’s “external rewards”. These three preferences (Material Reward, Career Reward and Social Reward) reveal the mix of influences from outside of Susan, which move her to take action.
Next, we’ll display five “internal drives” - A Person, A Producer, A Helper, A Catalyst and Pressure of Time - each of which plays its part, not only on Susan’s potential on-the-job performance but also in the way she rates her personal satisfaction with whatever she’s doing.
To create an even more complete understanding of Susan’s activators, we delve into three separate “focus contexts”: the past, the present and the future.
Finally, we’ll complete the picture by showing Susan’s self-perception of her progress towards his own personal goals.
Remember, Material Reward, Career Reward and Social Reward are concerned with rating and comparing three external or ‘extrinsic’ rewards. The main significance of these factors is that they’re usually beyond the direct control of those who seek them. It’s likely that, as with most people, Susan has to “earn” these rewards from her environment. As her circumstances change, so her desire for these rewards will be changing, and these factors simply represent where things stand as of now.
When it comes to Material Reward, Susan indicates that she’s fairly strongly influenced by the prospect of financial gain or other material benefits. She will likely expect these as a natural return on her investment of her personal resources, whether those resources involve the input of her time, effort, money or otherwise.
Susan has shown that she""s got a very strong preference for Career Reward. She’ll certainly respond well to the prospect of a leadership role, an appropriately rewarding place in a group, team or organisation, or perhaps involvement in managerial decision making.
Susan may be someone who puts time into relationships and friendships, but this appears to provide her with only a moderate sense of Social Reward. A friendly and warm environment might not be important to her. Keep in mind that social rewards can come from negative attention too (for example social media or simply the attention gained from being a Catalyst, the preference for which is shown elsewhere in this report).
Feelings, and how we arrive at them, are a complex area. As a way of addressing that complexity, and to allow Susan the space to keep her feelings private, we examine five intrinsic recognition drivers, which report on Susan’s need for recognition as: A Person, A Producer, A Helper and A Catalyst. Also in this group is Pressure of Time, which depicts Susan’s need to gain recognition for meeting time pressures.
Susan responds very favourably to acceptance as an equal and to recognition as A Person - of who she is rather and not just the role she plays or the work she does. A person of high self esteem, she thinks highly both of herself and of other people.
Susan genuinely believes herself to be A Producer. She gets real satisfaction from work itself, and from getting results. She also responds really well to open recognition of her achievements and her strong commitment to tasks.
Susan will be responsive to requests for help or support and to opportunities to serve others. As A Helper, if the need is great enough, She’ll change her priorities for others, and may also take on their responsibilities if asked.
Something of A Catalyst, she responds to difficult tasks and challenges by working to set her own objectives and priorities, and to choose her own work methods. Susan needs to feel that she has freedom to operate.
She’s likely to respond more to other intrinsic rewards (A Person, A Producer, A Helper and A Catalyst) than to Pressure of Time as a reason to take action.
The next three behaviours, Focus on Past, Focus on Present and Focus on Future, help to place activation into a context, by reporting Susan’s orientation to past, present and future events.
When it comes to strategies for learning from experience, Susan spends little time dwelling on the past. As someone who doesn’t expect to be able to change her personal history through Focus on Past, her focus is divided instead between Focus on Present and Focus on Future.
Moving now to Susan’s Focus on Present. Her preference indicates a moderate focus on the day-to-day detail of things (the balance of her focus being divided between Pressure of Time and Focus on Past).
Looking at the final factor in this "time" grouping, it’s apparent that Susan puts very little time into thinking about what might happen. Rather than Focus on Future, she chooses to orient herself towards Focus on Past and Focus on Present.
The report’s last factor, Headway, examines perceived ‘life position’, offering insight into how Susan perceives her progression when it comes to things like, for example, "Where have I come from – how did I get here – where am I now – where am I going – how do I get there – will I get there?"
When it comes to her self-perception of Headway, Susan has a moderately clear picture of the path ahead of her. It may be that she’s not yet certain about her personal objectives, or that she doesn’t feel there’s enough progression, or, it might be that she isn’t clear enough yet about how to go about achieving them.