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Charlie Stigler

Co-founder at Speaksage - the AI for leadership development

Charlie Stigler is the Co-founder and CEO of Tenor (formerly known as Speaksage), an AI-driven platform for leadership development.12 Tenor helps managers practice difficult conversations with realistic voice AI characters and provides instant feedback to improve their skills.2

Prior to founding Tenor, Charlie held several notable positions:

  1. Principal Product Strategist at Workday (2019-2022)1
  2. Co-founder and CTO of Zaption, an education technology startup acquired by Workday in 20161
  3. Developer of SelfControl, a popular free and open-source Mac application for blocking distracting websites12

Charlie has a background in product strategy, engineering management, and entrepreneurship. He attended Columbia University but stopped out after one year to join the Thiel Fellowship and work on Zaption.1 He was named in Forbes' 30 Under 30 list for Education in 2016.1

In addition to his work in technology, Charlie is also a sculptural artist, creating monumental steel sculptures and immersive installations.2 He is based in San Francisco, California.1

Highlights

Jun 6 · linkedin

✨🤖🚀 Which AI tools are safe to use in a rapidly changing landscape? ✨🤖🚀

Every large enterprise in 2024 is both fascinated with AI, and terrified of it. The potential is massive, but the privacy, bias, and legal issues are daunting.

Many companies are forming sweeping rules about "AI", but the truth is that "AI" is just too broad of a category to form opinions about. In 2024, every product is an AI product.

So how can we break that down to find tools that are safer to use? We’ve seen that five simple rules-of-thumb can help:

1️⃣ Is the AI making business decisions on its own? Does it interview, hire, or respond to customers autonomously, or is it just making recommendations for humans to consider? The risk is much lower when there’s still a human in the loop. This is especially critical with legally-sensitive areas, like HR decisions.

2️⃣ Could the AI be biased in a way that negatively impacts employees or customers? Although some AI vendors work harder than others to reduce bias, the truth is that we don’t yet have the technology to eliminate that risk entirely. So what would happen if this AI was biased? Who would be harmed? How quickly would you find out?

3️⃣ What happens if the AI is wrong? Even the best AI systems of 2024 make mistakes sometimes. If an incorrect response would sink your enterprise, think twice about implementing AI for that system. On the other hand, if an almost-correct answer is "good enough", AI might serve you well.

4️⃣ Where might your company’s private data end up, and does your vendor use your data to train their model? If so, would it be OK if small bits of that data leaked out via that training process? If the data is top-secret, consider vendors that don’t use your data to train their models or develop their product. But for data that is merely "sensitive", it might be OK for a vendor to train on it (with careful attention to privacy/anonymity).

5️⃣ Will the AI’s outputs expose you to legal or reputational risk? What if the outputs include material copyrighted by an outside party? What if they’re explicit, embarrassing, or just off-brand? Today’s best AI systems will usually produce great outputs - but for the most sensitive cases, you’ll want a human to check them.

Dig deep and ask questions to understand thoroughly how your vendors work. But don’t be so petrified by fear that you can’t launch new things - there’s risk in poorly-implemented AI, but the risk of skipping out on the AI revolution may be even greater.

Mar 19 · linkedin

✨ Top Takeaways on HR and L&D Trends from Transform 2024 ✨

🤖 AI is very confusing for the HR market.

Everyone knows AI is huge, and everyone is confused about how to use it. I really feel for the less-tech-savvy HR folks in 2024. There’s so much nervous energy to understand and use AI quickly, and so much anxiety about the ways it might disrupt businesses or cause bias/privacy issues. And yet it’s an incredibly complex topic to understand for a non-technical audience. The discourse is still at the level of "companies that use AI perform better than companies that don’t", as if "AI" were one monolithic entity to implement. This must be what talking about the internet was like in 1994.

💸 The macro environment is still terrible.

In my first 24 hours I met THREE HR leaders who’d been laid off in RIFs that they’d helped plan. Ouch.

👩‍🏭 Skills are still up-and-coming.

Skills are still hot in the L&D world, and despite that I’ve still met very few companies who’ve successfully used them to transform their business outcomes. I think the cultural change required for skills transformation is often underestimated.

💪 AI chatbots need some work.

I am hearing about so many new AI coach chatbot products. I’m bullish on the concept, but skeptical that a chatbot will end up being the right format to drive meaningful improvement. Chatbots are just copying the existing state of the world - what would a truly AI-native solution look like?

📌 Point solutions are out, integrated is in.

Companies are tired of buying point L&D solutions that take major effort to implement. Understaffed IT departments don’t want to support them, and the L&D teams themselves don’t have time to manage the rollout. Companies want fewer solutions and less implementation time per solution.

🏳️‍🌈 DEI remains big despite general budget cuts.

It’s nice to see that despite gaining budget during the boom years, it seems to be surviving the downturn as well.

What’d I miss?

Related Questions

What inspired Charlie Stigler to start Speaksage?
How did Charlie Stigler's experience at Workday influence his approach to leadership development?
What are some unique features of Speaksage's AI platform?
How does Speaksage's platform compare to other leadership development tools?
What challenges did Charlie Stigler face when founding Speaksage?
Charlie Stigler
Charlie Stigler, photo 1
Charlie Stigler, photo 2
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San Francisco, California, United States