HR Policies and AI: Evolving Guidelines for Evolving Technology

In today’s digital landscape, artificial intelligence (AI) has become a valuable tool, offering new solutions to problems across all industries. One area where AI has been highlighted prominently is content generation. It’s now crucial for HR policies to adapt and clearly define what is and isn’t allowed regarding AI-generated content. Let’s explore why this evolution is necessary and then look at some guidance on how HR policies can effectively address AI-generated content and its use.

Understanding AI-Generated Content

Before writing something as critical as HR policies, it’s essential to understand what AI-generated content is. AI-generated content is any form of content created by algorithms and machine learning models. These algorithms generate written, audio, or visual content without a human involved in the creation process. This is done by analyzing data and patterns to produce content similar to what a human might create if prompted correctly. From generating news articles and product descriptions to creating never-before-seen images and even composing music, AI has proven its versatility in content creation.

Why HR Policies Need to Adapt

Integrating AI-generated content into various business processes presents new challenges for HR professionals. Here are a few reasons why HR policies must evolve to address this technological advancement:

• Quality Assurance: AI-generated content is not perfect. Errors can occur, and the content may not align with the company’s brand image, tone, or values. HR policies should establish guidelines for reviewing and editing AI-generated content to ensure it meets quality standards.
• Ethical Considerations: AI-generated content can inadvertently perpetuate biases present in its data models. HR policies should emphasize the importance of ethical content generation, including avoiding exclusionary language or perpetuating stereotypes.
• Transparency: Companies need to be transparent with their customers and other employees about how and where AI-generated content is used. HR policies should address the disclosure of AI involvement in content creation to maintain trust.
• Employee Roles: With AI taking on content creation tasks, employees may find their roles evolving to focus on more strategic tasks. HR policies should outline how employees will adapt to working alongside AI tools and address any concerns related to job security.

Defining What Is and Isn’t Allowed

Clear boundaries are vital when updating your HR policies on this topic. Looking directly at the problems raised in the previous section, plus some additional factors, here are some things to consider when determining what is and isn’t allowed at your company:

• Quality Control: Specify the quality control measures in place for AI-generated content. Ensure that a human review process is incorporated to catch errors and align content with the company’s standards.
• Ethical Guidelines: Incorporate ethical guidelines into HR policies that emphasize the importance of avoiding bias, discrimination, or misleading information in AI-generated content.
• Transparency: Require transparency in customer communication. If AI tools are used to create content, make it clear in marketing materials, disclaimers, or product descriptions.
• Employee Training: Provide training and support for employees who work alongside AI tools. Address concerns related to job replacement by emphasizing the role of AI in content creation and how this provides more time to focus on tasks that only a human can complete, like strategy, planning, and other related work.
• Data Privacy: Emphasize the importance of protecting user data and ensuring that AI tools used in content creation adhere to privacy regulations.
• Monitoring and Compliance: Define procedures for monitoring AI-generated content to ensure ongoing compliance with HR policies and ethical guidelines.

Collaboration, Not Replacement

It’s important to emphasize that integrating AI-generated content into HR policies is not about replacing human employees – it’s about giving them the capacity to do more. AI can handle repetitive and data-driven tasks, allowing employees to focus on more creative and strategic aspects of their roles.

HR departments should actively communicate with employees about HR policies adopting or barring AI-generated content. Here are a couple of strategies to consider:

• Open Communication: Maintain transparent and accessible communication channels to address employees’ questions and concerns.
• Feedback Systems: Establish feedback systems for employees to report issues or improvements related to AI-generated content.

Conclusion

As AI transforms content creation, HR policies must evolve to address the challenges and opportunities it presents. Defining what is and isn’t allowed in regard to AI-generated content while emphasizing quality, ethics, and transparency is essential for companies to maintain trust with their customers and employees. By establishing guidelines for employee usage of AI, organizations can harness the full potential of this technology while ensuring the comfort of their workforce.

Want to hear more about HR and how it’s evolving? Sign up for EFBC’s next HR Roundtable!

End of Summer New Beginnings

EFBC President, Dave Horvath, shares a few words this month about the transition from Summer to Fall and all the exciting things that come with it!

Dear EFBC Members,

As the vibrant colors of summer give way to the warm hues of autumn, we welcome September with open arms. With the start of a new season comes exciting opportunities and events for our EFBC community. Here’s what’s in store for the month ahead.

Summer Farewell and Celebrations: As the summer sun sets on another remarkable season, we extend our heartfelt appreciation to all members who joined us for the memorable summer social event at Avli on the Park. The evening was filled with laughter, camaraderie, and the joy of reuniting with fellow members. With just over 100 attendees, it was a beautiful occasion to celebrate Andy and his outstanding contributions during his presidency. The event not only marked the end of summer but also showcased the unity and strength of our EFBC family.

Celebrating Milestones: Let us also join hands in recognizing the remarkable journey of Mike Moran, who has been a valued Strategic Partner for an impressive 15 years. Mike’s dedication, insights, and unwavering support have been instrumental in our collective growth and success. We look forward to celebrating this incredible milestone with Mike and expressing our gratitude for his longstanding commitment to EFBC.

Upcoming Events:

• Leadership Application Course 2.0 Kick-Off – September 20th: We are excited to announce the commencement of our Leadership Application Course 2.0 on September 20th. This transformative program is designed to equip participants with the skills, knowledge, and strategies necessary to excel in leadership roles. Whether you’re an aspiring leader or seeking to enhance your existing leadership skills, this course is tailored to meet your needs. Don’t miss this opportunity to elevate your leadership journey.
• Community Engagement Forum – September 26th: Mark your calendars for September 26th as we gather for a Community Engagement Forum, a biennial tradition that fosters open dialogue and collaboration within our EFBC family. This forum provides a platform to exchange ideas, address challenges, and collectively contribute to the growth of our community. Your active participation is highly encouraged, as your insights and perspectives play a crucial role in shaping our shared future.

As we move forward into September, we remain committed to advancing our goals, supporting one another, and creating an environment that encourages learning, growth, and innovation. EFBC is more than just a business group; it’s a community of professionals dedicated to mutual success and progress.

Thank you for being a part of our dynamic and engaged EFBC family. Your presence and involvement are what make our community truly exceptional. Wishing you a fulfilling and inspiring September ahead!

Thank you!

Dave Horvath
EFBC President 2023-2024

Three Things You Should Be Doing Today To Support Your Middle Managers

They are the figurative – and sometimes literal – middle children in family and entrepreneurial businesses. Nestled between senior management and frontline team members, middle managers are often the peacemakers and pleasers of the organization (much like the middle children in a family.) Straddling both strategic decision-making and day-to-day operations can leave middle managers struggling to fulfill multiple roles and responsibilities, especially when operating with limited resources and staff. Here are three ways you can purposefully support the team members who often serve as the glue for your organization.

Nurture Their Growth

Team members are often promoted to middle managers because they are great at their job. But being great at performing a role doesn’t automatically translate to being great at managing a role. Support your middle managers as they take on these new responsibilities by offering regular training sessions or workshops focused on key areas such as active listening, having difficult conversations, providing actionable feedback, and problem-solving. A great place to start is EFBC’s The Art & Science of Executive Leadership Program, which aims to develop operational managers into strategic thinkers.

Give Them A Place To Belong

It can be isolating to suddenly be the supervisor of colleagues who used to be your peers, and often may also be your friends. Give your middle managers another peer group by forming an internal company Forum especially for them. Not only does a Forum give middle managers a safe place to share trials and triumphs, but it also has the added bonus of knocking down silos between departments.

Let Them Shine

Once you give them the professional development and community they need, take a step back and empower your middle managers with decision-making authority. By entrusting them within their areas of responsibility, you are fostering a culture of autonomy, accountability, and innovation. Together, set the boundaries within which they will operate and then expect them to act decisively and take ownership of their departments. And should they falter or fail? Support that too. Your middle managers need to feel empowered to take calculated risks and explore new ideas without the fear of harsh consequences. That is how they grow even more to some day take over your role!

Want more details on our Leadership Program or looking to launch a middle manager Forum at your organization? Contact Liz at liz@myefbc.com.

Hello EFBC

Dear EFBC Members,

Summer Greetings to all EFBC members! As the warmth of the season envelopes us, we hope you are finding time to relax, rejuvenate, and spend quality moments with loved ones. August marks the peak of summer, and we have some exciting updates and events to share with you.

First and foremost, we would like to extend our heartfelt congratulations to our outgoing President, Andy. His dedication and leadership have been instrumental in guiding EFBC to new heights during his tenure. To honor his contributions, we will be hosting a special event on August 2nd, where we can come together to express our gratitude and bid him farewell. Please mark your calendars and join us in celebrating Andy’s achievements.

We are thrilled to announce that I will be assuming the role of President for EFBC in 2024. It is an honor to serve such a vibrant and dynamic business community. I look forward to working closely with all of you and continuing the legacy of excellence established by our past leaders. Together, we will strive to further elevate EFBC and foster an environment of growth and success.

In preparation for the upcoming year, we have assembled a strong team of professionals who will be working alongside me to shape the future of EFBC. Let us extend a warm welcome to Darrin, Bob, Marybeth, and Marcus, etc, who have graciously accepted their respective positions. Their wealth of experience and diverse expertise will undoubtedly contribute to the overall success of our organization.

Looking ahead to 2024, we have already begun the strategic planning process for EFBC. My primary focus for 2024 will be to investigate option for EFBC geographic expansion, as we aim to extend our reach to new markets and communities. By expanding our presence, we can create more opportunities for collaboration and growth, fostering a thriving business ecosystem for our members. We will keep you updated on the progress and initiatives related to this strategic endeavor. For more information on the strategic planning initiatives for 2023 please click here.

As always, we encourage all members to actively engage with EFBC. Your feedback, suggestions, and involvement are crucial in shaping the direction and success of our organization. If you have any ideas or initiatives you would like to propose, please feel free to reach out to me or any member of our leadership team.

Finally, we would like to express our gratitude to each and every one of you for being a part of the EFBC family. Your unwavering support and participation have been the driving force behind our accomplishments. We are excited to embark on this journey together and create an even more prosperous future for EFBC and its members.

Wishing you all a fantastic August filled with joy, relaxation, and memorable moments. We look forward to seeing you at the upcoming event for Andy on August 2nd.

Dave Horvath
EFBC President 2023-2024

Meet the 2023-2024 EFBC Board of Directors

Excited To Kick Off A New Year With EFBC

Welcome to a new year here at EFBC! I am beyond excited at what our community has planned for the next 12 months, especially with our renewed commitment to our mission. Need a refresher on the mission of EFBC?

Educating and Empowering the People of Entrepreneurial and Family Businesses. 

Lovely as it is, our mission is so much greater than those 10 words on a screen or piece of paper. For me, it encompasses the roots of our organization as much as the branches of our growth. And its meaning impacts all that I strive to accomplish in partnership with all of you.

When I first meet a potential member, education is always where the conversation starts. The depth and breadth of knowledge our community possesses is not only impressive, it is impactful. From access to Strategic Partners to the shared experiences that are so openly given, the education we receive can not be duplicated. Add to that the over 15+ events our Programming Committee plans each year and you start to get a feel for how we live our mission as educators. So, get out your calendar and make sure to save the dates for our Top Three Events for FY24:

1. Summer Social – Wednesday August 2nd. Celebrate summer and our EFBC community at Avli on the Park as we honor 2023 President Andy Sanghani. Registration is open.
2. DePaul University’s Coleman Entrepreneurship Center 20th Anniversary – Tuesday, October 17th. Help support our fellow DePaul Center and suitemates as they celebrate this milestone at the University Club of Chicago. Details are still being finalized so mark your calendar and watch your inbox for details.
3. Spring Keynote – Your Planning Committee is still working on securing a speaker for next spring so there are not a lot of details to share just yet. More soon!

Educating and EMPOWERING the people of entrepreneurial and family businesses.

We often say it can be lonely at the top. Truth be told, it can be isolating at any rung of a small business, especially when family is involved. That is where the empowerment that results from our Forum groups makes an impact. After launching Flex Forum last year, and participating in over 10 of those meetings, I know without question that we have a Forum group for anyone in your organization looking for peer support. Still unsure if Forum is right for some of your more junior team members? Make sure we add them to our email list so they attend some of our roundtables or participate in a Community in Forum meeting. Both are great ways for them to get a feel for the empowerment that being in a Forum can bring.

Educating and empowering the PEOPLE of entrepreneurial and family businesses.

It is no secret that the People of EFBC are what inspire me. And as a self-proclaimed “not a salesperson” who has grown into the role of recruiting new members, it is the personal connections I make between members that has made this role so comfortable for me. In the coming months you’ll be hearing from our new Membership Director Marcus Newman and myself as we look to connect personally with every member. We know EFBC grows by the introductions and referrals we all make and we want to make that process as easy and personal as possible.

I am proud to say I will be celebrating my 12th anniversary with EFBC this year. Just as FBC then CFBC and now EFBC has changed and grown, so have I. Thank you for your continued support of both me and the EFBC team. We have much to look forward to together!

Liz Fidanovski
EFBC Executive Director

Thank You, EFBC

This month, EFBC President Andy Sanghani, reflects on his year as president and expresses gratitude towards EFBC as we usher in a new year and look forward to the onboarding of new EFBC president, Dave Horvath!

My year long term as President of EFBC will come to a close in a few days. Like many moments in life, this is bittersweet. This was my first time serving as President of an organization other than Systematics. I’ve learned so much throughout this experience but what is top of mind right now is a feeling of appreciation and admiration for all of those who have served in this position prior to myself. Accepting the opportunity to be in this position is one thing – to make a positive impact is another.

I wanted to say thank you to all who have served along with me. Our board, committees, and strategic partners volunteer their time and energy in an effort to push our organization forward to new heights. Our goal is ultimately to provide our members with as much value as possible from the EFBC.

Also, thank you to Liz, Danielle and Cha Mi for all of the work you do each and every day.

Looking forward to the upcoming new fiscal year, we’ve got the honor of having Dave Horvath and Darrin Shillair as our President and Vice President, respectively. I’m especially excited to have these brilliant minds leading the EFBC. They both bring such diverse perspectives and experiences to the position. Stay tuned as you’ll be hearing more from them very soon.

I look forward to seeing each of you at the Summer Social on August 2nd and many more events to come!

Use What They Give You

This month, EFBC’er Danielle Reidel, reflects on her experience in the Leadership Application Course.

Leadership Application Course. Spring 2023. As a first-time participant in strategic partner, George Karavattuveetils leadership course, I really had no expectations for how the class would run but by the end, I was energized, motivated, and inspired. As a takeaways blog, this is definitely not an exhaustive re-cap of the course content, for that we encourage you sign up and see for yourself! Below are the 6 takeaways I have from the course, one from each week. I hope this blog serves to intrigue the mind, or give reason enough for interest in participating in the course in the future, because I highly recommend it.

1. The Role of the Leader. As an introduction to what the course will entail and the weeks that follow, George did an excellent job setting the stage for the expectations of the course as well as a foundational understanding as to why courses like this are necessary. For me, vision statements have always seemed a little abstract. They’re used in marketing, or you learn about them in new employee orientation, but then you never really hear them again. What I learned and will take from this course is the importance of everyone in an organization truly living the vision and values. It reflects in the work we do, how we engage with each other, and how we engage with the community. You can truly get a sense of belonging when the vision and values and strong and engrained in all aspects of a company.
2. Communication. My favorite course of the series. Whenever I communicate, especially in written form, my biggest goal is to ensure that whatever message I am sending, comes across as direct and clear but that I never want to be condescending or create a tone that may be perceived in any negative manner. George identified a way to take this one step further however and pointed out the importance of two key characteristics when communicating: (1) What do you want them to know & (2) How do you want them to feel. This paradigm shift for me has really leveled up the way in which I communicate. Do I want someone to be excited from my email? To feel informed? To feel supported? Whenever I consciously work to answer both those questions, I have had the best outcomes.
3. Recruitment and Retention. While the content of the course is important, as the series was moving forward this was the point where I realized that my biggest takeaway from a session may only be slightly related to the topic, and that is okay. Being able to take bits and pieces away to tangible execute and keep in mind is one of the most important things I could do to maximize the value of this course. The biggest takeaway from me from this session was to use what people give you and anything said can be measured against you. We should be taking people at their word. If any employee, or anyone else, tells you something, gives you a piece of information, your only option is to use it. If there is a misalignment in their words and actions, then it can be addressed, but we cannot work in the land of assumptions and that I can use in my professional life as well as my personal life.
4. Performance Management. This course focused primarily on expectations. Are we as leaders laying the groundwork for what the expectations are of our staff? Are we clearly communicating those expectations? I think for employees sometimes it can be hard to understand the ramifications of our actions, or non-actions, so a key takeaway was being able to clearly identify the impact of their actions in their work when discussing performance, and again, it is about transparency and clearly identifying the expectations of performance at work.
5. Time Management. The penultimate course. When George talks about time, he focuses a lot on the time spent now to set us up in the future. We often get caught up in being busy, and not having time to set goals, but if we keep in mind that the work we are doing now is setting us up for tomorrow. Rather than telling someone they were wrong in that moment, it is equally important to explain why. People need context or a possible re-direction. “Rather than doing it this way, have you tried…”
6. Organizational Culture. A big piece of the final course of the series was a discussion on DEI. DEI is a hot topic right now and we discussed how we become a successful company that lives DEI? My biggest takeaways were to focus on performance, define expectations, and provide training opportunities for historically underrepresented groups that may have not had opportunities for them like their counterparts. You want to look and see what people have in common, what traits make a successful employee and work from there. And important to note is that differentiating life experiences will only enhance your culture.

Of course, any takeaway that I have been able to apply in my role varies immensely from my peers who were co-enrolled in the course. The collective shared experience does not negate the individual impact of the course on each person. The course is applicable to so many roles. As a key employee, I am able to apply leadership techniques to my processes and programs, while a CEO can apply the skills towards how they chose to interact with their employees and how they develop the policies that guide the vision of the organization. Our next leadership course will be offered in the fall. Leadership Application was a nice segway into Leadership 2.0 Leadership 2.0 offers more opportunities for individual coaching, as well as really level up those top-level managers into C-suite rockstars. Keep an eye out on our website for upcoming dates, and we hope to see you there!

EFBC Members Helping Members: A Sticky Situation

The month, strategic partner, ODEA guest blogged on an opportunity where our members worked together.

One of the most valuable advantages of being a part of the Entrepreneur and Family Business Council (EFBC) is the opportunity to tap into a wealth of knowledge and expertise through collaboration. The ability to collaborate has become a crucial skill for organizations looking to fuel innovation, foster growth, and drive meaningful change within their organizations. EFBC members know the transformative impact of collaboration and its potential to propel them towards a future defined by shared success.

In this blog series, we’ll share stories of some of the powerful collaborations that have been built between EFBC members.

Nyco Products Company Partners with Chicago Glue & Machine to Solve a Sticky Situation

When Nyco Products Company, a specialty manufacturer of high-performance national cleaning brands and private branded chemicals, had an adhesive challenge that needed a solution, they knew just who to call – fellow EFBC member Chicago Glue & Machine (CGM)!

Nyco was searching for an adhesive that would allow a measuring cup to sit securely on top of a bottle during transport. The solution needed to provide durability but also little to no residue when the cup is removed from the bottle. Nyco also wanted to ensure that applying the adhesive to the product would be possible for all employees, even those with disabilities who may or may not be able to grip a glue gun. This is when CGM got involved!

CGM, a supplier of industrial adhesives, equipment, and parts, immediately went to work to find the perfect adhesive solution. They knew that hot melt adhesive wasn’t the answer because it would require an adhesive gun for application. Instead, this sounded like a job for adhesive dots! CGM sent Nyco a few different options to try while they conducted their own testing. In the end, the small but mighty adhesive dots provided the secure hold without the sticky residue that Nyco needed. Problem solved!

Collaboration is a powerful force that propels us towards greater heights. By breaking down silos, leveraging complementary strengths, accelerating innovation, and building strong relationships, collaboration unlocks our collective potential and drives us towards shared success. Yet another benefit of being an EFBC member!

NOTE: Do you have a collaboration to share featuring EFBC members? We want to know! Email Danielle at danielle@myefbc.com so we can feature you in an upcoming Members Helping Members blog.