Introduction

Thank you for joining today.

The communication gap at work (and what it costs)

Shall we start with these numbers first?

Twenty -two, sixty -seven,

and twenty -seven and nine, and forty, and ninety.

We face those things every day.

From

the McKinsey, employees think only twenty -two percent of leaders have a clear vision and

direction.

And if there is a new project, only 67 % of employees understand what is their vision

and role.

And the funny thing is leaders think their employees understand their role

is 27%, but only 9 % of employees agree about it.

And maybe you experienced today,

there is some waste of time.

So from the Harvard Business Review, we have 40 % of waste of time

because of the misalignment.

And there will be conflict between the team, the 90 % from

they have a different vision about the work.

So thank you for joining today.

My name is

Junseong Park.

I'm here for today AI video solution for the communication not

for the workplace but in the end I also suggest for the personal goals.

I

prepared some of the experiment in the middle that I used to do in my

economics master so shall we start.

Why we miss what matters: a focus experiment

This one is a little bit exaggerated but

But sometimes we feel there's a conflict at work,

why they're doing,

and it's so difficult to communicate sometimes.

But except sleeping hours,

we spend almost half of our life at workplace.

So it would be great to our workplace like this.

It's communicate each other well.

So I think it's no one's fault.

it's not the leader's fault or the employee's fault.

I have one experiment.

So during my master, I use this one with my team members for the big

project.

So maybe some of you know about it and maybe someone is new.

There are

basketball players throw the balls and could you please count how many times the white

wearing white throw the balls through the pass each other so let's see how our focus is strong

we can we can check how we have yes the correct answer is 13.

is there anyone who count 13 times

Okay, but it's good to have 13, maybe sometimes have 12.

But the real question is now.

Did you see the gorilla in the middle?

So how many people saw the gorilla?

Only two, yes.

Maybe some of you are not familiar about the gorilla.

Maybe you can play a game.

so since we count the path from the white players we don't look at the

gorilla because we are focusing on the white players and then there is a very

famous scene from Matrix about explain what the system is and then at the end

And the Agent Smith just comes from the behind.

Maybe this time you can see he comes.

Selective attention, blind spots, and the brain’s filter (RAS)

You have to understand,

most of these people are not ready to be unplugged.

And many of them are so inert,

so hopelessly dependent on the system

that they will fight to protect it.

Were you listening to me, Neo?

Or were you looking at the woman in the red dress?

I was.

Look again.

Did you see the Agent Smith from the crowd?

No.

Okay.

And the next question is the real one.

Did you see the woman with the zebra pattern paper bag?

Anyone saw?

Let's watch again.

Just behind the red dress, there's a woman who has a zebra pattern paper shopper bag.

There she is.

so she was there all the time but if we don't aim to see her we don't see her

but since you know about there is a woman with a zebra pattern paperback as

soon as you watch this scene you just look at those girls, those women because

our brain has RAS.

At this moment also there are so many signals and signals

are input in our body and eyes and smells and so our brain cannot handle

all those information, those signals.

So those RAS makes us to look at what we

are looking for that is why we didn't look at the gorilla in the first experiment and we didn't look

at the the woman with the zebra pattern paperback because we didn't intend you to look at it

but they were there always there so i would like to share the step -by -step process how to use the

the AI video for your vision.

Using AI video to make vision and goals concrete

So leaders should set up the specific vision and goals,

and especially it should be the exact picture

or the story about after six months ago or after one year.

A practical framing: the “future news report” narrative

So at the third time, for example, there is a newspaper

newspaper or there's a news on nine o 'clock there is on air about your company or your project

how the reporter talk about your company so it's not your idea but the third party person

how was it and then your your customer has a review so the reporter have an interview about

about your customer, how did it like?

So those are possible questions.

So after one year, six months, there's on TV,

and then they introduce about your company,

how it was successful, and then not showing the result,

but what was the main project, how did it go,

and then what is the customer review,

you and then how much value they created.

So it is why I set up my service name as

right now because our brain only thinks about the present tense.

So why we set up

those goals with a really visualized in our feeling.

Why vivid visualization works (athletes, MRI studies, and senses)

So for the famous Olympic athlete, they put the sensor on the body and then imagine about

how they play in the game and then get a medal.

Even though the athletes are sitting, but their

their body, their micro muscles really works as they're running or swimming in the field.

And then also the Harvard also has a big department about the mind.

And then when they have MRI

studies, so they are one part actually playing the piano and the other part is just think

think about their playing piano,

but actually the same part of the brain has a reaction.

So our body doesn't know they are actually playing

or vividly think about their playing.

It's a little bit not clear.

So I set one other examples.

When you watch this video clip, our brain thinks it is sour.

So even though we are not biting it, but just looking at it, our mouth is a little bit watery

because of these senses.

And then after that, we think about maybe tomorrow I will order the lemon juice at the

restaurant.

my body is actually was a mouse becoming watery because of our brain thing doesn't

know the future and then the past because now looking at the video comes

from the past experience but our body think it's a current status so what I

suggest is setting up the scene of what your goal happens.

So those are for

my customers.

Examples of goal scenes you can script and visualize

So there is a news broadcast how it was successful.

You

pick up the newspaper from the delivery and then it's written how

your book was successful and then you got a message about how much revenue you

have and you have to pay the tax and then you're so successful and then you're

in the interview from others and then also there is a phone call from your

customer how they really like your product or service and then also here is

customer review, how they like.

So yeah in order to explain those more details

there are so many things to talk about we have a limited time so I just put the

essentials on it.

What the research suggests about clarity and confidence

Because the first research was by the 11 company and

and almost 400 employees.

When the leader has very clear goals

and then alignment goals,

the employee has more meaning of their work.

And then the second one is when the leader

has more confidence and then clear motivation

to the team members, their sports ability is increased.

The thick line is a leader express high team confidence with their goals.

It is a difficult part, but setting up the goal as really vividly happening now is the core.

Sharing the vision: alignment is built together

And then the next one is share.

Because making the goal of the vision of the business is easy, but the problem is sharing.

sharing.

It is not like this one is our vision, just send the video short clip and then just

look at it.

It never works because if it works, the previous announce and then textings also

already works.

So shared with the team, we involve each other and then building the culture

of the working culture and social norm to reach at the goal and then with the

team members visualize success and then how to set up the their paths and the

A meeting metaphor: everyone brings different “blocks”

goals together because I think about the meeting at work is putting the blocks

from each hands so I think at the meeting there is agenda but when we join

in the meeting, we bring kinds of small boxes there.

And then when leader want to do,

I can do something and then I contribute.

So it can be a green square block

or it can be a red round block, or it can be a spear.

But nobody knows how others will bring it to the table

because everybody think their ability is different.

So the purpose of this video is to the goal, we are not taking something from me to this one I can do, so I can contribute.

But set up the goal, visualize what is our goal, what the customer likes, how successful it is.

and then from that point we take it from the beautiful castle to me so first we

share and then not ordering you have to do it but just take so we sorted out how

much I can contribute to set up the beautiful block castle and then take the

role in my box and back to work.

Social norms: turning vision into repeatable team behavior

And also making the social norm is a better to make

a team alignment and then achieve the goal because I will tell later about the leg measure

and lead measure but it is making the lead measure to become the leg

measure comes true so for the social norms I created video for our meetups

Community example: making participation the default

here because we love AI but we stay for the people this is not a one -way

broadcast it is a shared space where we grow together I came for a talk once now

Now I come for the people.

Last time someone here helped me rethink

how I use AI at work and we're still in touch.

It is not someone's event.

It is our community.

We all make it what it is.

We set up the chairs, share foods and ideas

and clean up after the event all together.

Sorry.

No gorilla.

Yes.

Yes, there was a no gorilla.

But because of the social norm

and then how the learning and getting used to

how people react in the circumstances we feel comfortable to do follow the

reaction so there are some researches that even though so their leaders ask do

something is a less effective than the peer groups just doing people has a

hard effect too easy to follow the others doing so I hope I you so our

meetup is really enjoyable and then just greeting each other and have fun and

then if there is a question just feel free to raise hands to ask questions and

so also the for the social norms we like to visualize it so those are other my

my customers' video.

Business example: sales and events as visible team habits

In order to get high revenue, they have to make a sales and they

have to make a fair at the conference.

At those events, how they react, how they manage

the conference, or if they think about there is an event, even though there was a plan,

then if they get a newsletter about there will be a conference, they'll join.

But if they don't think about anything about it, those information will just go away.

So social norm is like if there is a new person comes in, just say hello to join, start talking.

And then there's a question, just raise hand.

hand and if there is we need to do something for sales for the export we work hard for

it just make a how people react for the to reach the target so for the action it is not

From vision to execution: obstacles, momentum, and measures

like what this one is our goal this one is our ultimate goal in the end of 2026

there are some people say if you dream really hard it comes true but some

researchers say that if the dream is too strong actually our brain lose the

the momentum because it's really there.

Why should I work on it?

So it is not like, I really feel like I achieved,

I already achieved it, but we know there is a goal,

but there will be optical as well.

So we can fix this problem to reach there.

So it's not like just wishing.

we achieved it, we are the best, CEO got all the prize, or the company achieved something,

but we have to make using, we do together to reach there, and then we use the lead measure for the videos.

Lag measures vs. lead measures (results vs. daily actions)

So the lead measure is, so we want to achieve certain target, it's a leg measurement.

During

whole year of process, we reach the measurement.

But the lead measure is making a call to somebody.

So for example, if I want to meet 10 clients, it is the leg measure.

But in order to do that,

I have to meet 100 people maybe it can be also the leg measurement but if I meet somebody

I introduce my service what it is every day it is the lead measurement just small action

you can do it today with no not much risk and after those things are accumulated

you can reach the leg measurement.

Results take time: the “snowflake conditions” analogy

So for the last part, result.

Process will take some time.

It's not like you dream really hard, it comes.

It's not happen.

For example, in order to make a beautiful snowflakes,

the temperature should be down

and then the humidity is high.

And then when the temperature is low,

the humidity also going down.

but we have to increase the humidity and then also we need a very little dust as a nuclear in the

middle and then all the condition met all of sudden it become beautiful snowflakes so we have

to understand it takes some time to reach the condition and then in the end so I'd like to

suggest we use the lead measure to reach to meet those conditions.

So what I

suggest is for the one video the leader should build what the ultimate goal it

is but we share with the team member how they work on every day and they have a

social norm and how to manage the situation.

So make a people just I did

this way because the video says it's better to following this way and then

Applying the same approach to personal goals

for the personal goals we set up the goals so for the lady if for the summer

set up the target the weight and then make a feeling there in the dress shop

and then feel really happy, enjoy about my result.

And then you set up the result

and then those are lead measurement.

Make it “just for today”: tiny steps that compound

So just every day eat healthy and okay,

today I stop, I skip cookies.

Not for a month, just today, today I skip.

And just today I choose stairs,

then taking the elevators.

or today I just tie my shoes and then just get out of the door that's enough

and then maybe after that 10 minutes of running just it's enough but

accumulating just only for today for 30 days and six days you will really

satisfy your result so not only wishing the result but set those

informations of various tiny steps and then it makes your persona to do it

because you are already this person through all these small steps so your

mind is I'm the person who just I only only today skip the cookie and then only

today using the stairs.

Then you achieve your goals.

So yeah it's a the

last slide.

Conclusion

So in the beginning I start with the company and then leaders but we

are all leaders especially we are a leader of family and we are a leader of

our own life.

So I'd like to suggest you apply those creating videos for your

life and I wish you achieve your goal in the future.

Thank you so much.