fix: question-led titles, semicolons not em dashes, remove manual '— Scott Scoble' suffixes; add 3 new articles
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- AI Brain Fry: 'What Does AI Brain Fry Really Mean?' - Gallup: 'Why Is 80% of Your Team Disengaged?' - DevEx Shift: 'Why Can't Developer Experience Tooling Save You?' - Surveillance: 'Why Is the Surveillance Dividend a Lie?' - Token Anxiety: semicolons, no em dashes - Removed manual '— Scott Scoble' from 4 titles (SEO component auto-appends) - Added 3 new articles: strip-mining-happening-right-now, mentorship-isnt-latency-its-leverage, ai-exposes-leaders-cultivation-test - Updated blog index with new titles and articles
This commit is contained in:
agent-content
parent
c48447da31
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12 changed files with 415 additions and 19 deletions
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@ -26,7 +26,7 @@ import BaseLayout from '../layouts/BaseLayout.astro';
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">AI</span>
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</div>
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<h2>AI Brain Fry Is a Workforce Crisis, Not a Productivity Story</h2>
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<h2>What Does AI Brain Fry Really Mean?</h2>
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<p class="post-excerpt">
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Gallup says 80% of the workforce is disengaged. The heaviest AI users are burning out fastest. The fix isn't training - it's structural.
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</p>
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@ -39,7 +39,7 @@ import BaseLayout from '../layouts/BaseLayout.astro';
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">Leadership</span>
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</div>
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<h2>The Surveillance Dividend Is a Lie</h2>
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<h2>Why Is the Surveillance Dividend a Lie?</h2>
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<p class="post-excerpt">
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Every company running AI adoption is making an implicit bargain: data for tools. The companies extracting the most surveillance are hemorrhaging their best talent.
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</p>
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@ -52,9 +52,9 @@ import BaseLayout from '../layouts/BaseLayout.astro';
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">Leadership</span>
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</div>
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<h2>80% of Your Team Is Disengaged. It's Not Their Fault.</h2>
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<h2>Why Is 80% of Your Team Disengaged?</h2>
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<p class="post-excerpt">
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Gallup says 80% of the global workforce is disengaged. The $100B+ engagement industry has failed for 20 years. The fix isn't perks or surveys — it's structural.
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Gallup says 80% of the global workforce is disengaged. The $100B+ engagement industry has failed for 20 years. The fix isn't perks or surveys; it's structural.
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</p>
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</a>
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</article>
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@ -65,7 +65,7 @@ import BaseLayout from '../layouts/BaseLayout.astro';
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">Engineering</span>
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</div>
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<h2>The Developer Experience Shift — And Why Tooling Alone Won't Save You</h2>
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<h2>Why Can't Developer Experience Tooling Save You?</h2>
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<p class="post-excerpt">
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Companies will spend $60B+ on developer tools in 2026. But the real DevEx crisis isn't tooling — it's autonomy, mastery, and belonging. As code production becomes commoditized, the human dimensions of engineering become the only competitive advantage that matters.
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</p>
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@ -78,7 +78,7 @@ import BaseLayout from '../layouts/BaseLayout.astro';
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<span class="post-date">May 4, 2026</span>
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<span class="post-tag">AI</span>
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</div>
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<h2>The Token Anxiety Trap — Why AI Agents Aren't Liberating Us (Yet)</h2>
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<h2>The Token Anxiety Trap; Why AI Agents Aren't Liberating Us (Yet)</h2>
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<p class="post-excerpt">
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Your agent swarm runs 24/7 and you're more anxious than ever. Stanford's 2026 AI Index shows a 20% drop in junior dev employment since 2024. The agent revolution promised freedom — instead it gave us token anxiety and a new kind of burnout.
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</p>
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@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
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---
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<BaseLayout
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title="AI Brain Fry Is a Workforce Crisis, Not a Productivity Story"
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title="What Does AI Brain Fry Really Mean?"
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description="Your brain is reconfiguring from intonation to orchestration. That hurts. That doesn't mean it's broken."
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ogType="article"
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canonicalUrl="/blog/ai-brain-fry"
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@ -15,7 +15,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">AI</span>
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</div>
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<h1>AI Brain Fry Is a Workforce Crisis, Not a Productivity Story</h1>
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<h1>What Does AI Brain Fry Really Mean?</h1>
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</header>
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<div class="post-content">
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156
src/pages/blog/ai-exposes-leaders-cultivation-test.astro
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156
src/pages/blog/ai-exposes-leaders-cultivation-test.astro
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@ -0,0 +1,156 @@
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---
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import BaseLayout from '../../layouts/BaseLayout.astro';
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---
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<BaseLayout
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title="AI Exposes Leaders; The Cultivation Test"
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description="AI doesn't just change work — it exposes what kind of leader you already were. The cultivation test: give your team AI tools and watch what happens."
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ogType="article"
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canonicalUrl="/blog/ai-exposes-leaders-cultivation-test"
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>
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<article class="post">
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<header class="post-header">
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<div class="post-meta">
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<span class="post-date">May 7, 2026</span>
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<span class="post-tag">AI</span>
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</div>
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<h1>AI Exposes Leaders; The Cultivation Test</h1>
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</header>
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<div class="post-content">
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<p class="lead-question">Give your team AI tools and watch what happens. What you see is who you already were.</p>
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<p>AI does not create leadership. It exposes it.</p>
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<p>This is the uncomfortable truth behind every enterprise AI rollout. The organizations that cultivated their people before the tools arrived are now watching their teams multiply in impact. The organizations that stripped them for short-term yield are watching the same tools accelerate a collapse they had already started.</p>
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<p>AI is a cultivation test. And most leaders are failing it without even knowing they took it.</p>
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<h2>The two experiments running in parallel right now</h2>
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<p>Picture two engineering teams. Both receive access to the same coding assistant, the same documentation tool, the same automation platform.</p>
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<p>Team A has a culture of trust, context-sharing, and psychological safety. Their senior engineers already spent time teaching juniors how to think about tradeoffs. When the AI tool arrives, the seniors use it to remove boilerplate so they can focus on architecture. The juniors use it to learn faster because they have mentors who help them interpret what the model generates. The team's output increases; their quality increases; their engagement increases.</p>
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<p>Team B has a culture of output metrics, individual accountability, and implicit competition. Their senior engineers guard the interesting work. When the AI tool arrives, management sees an opportunity to reduce headcount. The seniors are told to "just review AI output." The juniors are given the model and expected to produce without support. Rework increases. Escalations increase. The seniors who remain are now editors of code they did not write, fixing mistakes they would never have made. Attrition follows.</p>
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<p>Same tools. Opposite outcomes. The variable was never the AI.</p>
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<h2>What the cultivation test reveals</h2>
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<p>The cultivation test is simple. Give your team powerful tools and observe:</p>
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<ul>
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<li>Do they use them to amplify judgment, or to bypass it?</li>
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<li>Do senior people become teachers, or do they become bottlenecks?</li>
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<li>Does trust increase, or does surveillance increase?</li>
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<li>Do your best people stay, or do they leave?</li>
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</ul>
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<p>The answers are not about the technology. They are about the culture that existed before the vendor showed up.</p>
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<h2>Why this matters for your positioning</h2>
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<p>If you are a leader right now, you are being tested. Not by a board presentation; not by a roadmap review. You are being tested by what your team does with the tools you just gave them.</p>
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<p>If you cultivated them, AI is the multiplier you always wanted. Your institutional knowledge stays in the building. Your people get faster without getting shallow. Your senior engineers become force multipliers instead of human single points of failure.</p>
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<p>If you strip-mined them, AI is an accelerant on a fire you started. The knowledge walked out months ago. The model is now generating answers no one in the room can verify. Your best people are interviewing elsewhere because they can see where this ends.</p>
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<h2>This is the core argument of both my books</h2>
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<p>In <em>The Soil Beneath the Code</em>, I write about the infrastructure of trust and context that makes engineering organizations durable. That soil is what determines whether AI helps you or hollows you.</p>
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<p>In <em>A Walk in Mentoring</em>, I write about the specific practice of mentorship as the highest-leverage way to build that soil. It is not a soft skill. It is a competitive advantage that compounds faster than any technology you can buy.</p>
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<p>Together, they frame the choice every leader is making right now; not whether to adopt AI, but whether your organization is the kind of place where AI adoption actually works.</p>
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<h2>The challenge</h2>
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<p>Here is the test. Do not wait for a consultant to tell you the answer. Look at your own team this week.</p>
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<p>Watch what happens when a junior engineer uses a coding assistant. Do they have someone to ask "why did it suggest this?" Or are they flying blind?</p>
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<p>Watch what happens when a senior engineer saves three hours with automation. Do they invest those hours in teaching? Or do they just pick up the next ticket?</p>
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<p>Watch what happens when a model produces a plausible but wrong answer. Does someone in the room know enough to catch it? Or is the room already empty of that knowledge?</p>
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<p>What you see is who you already were.</p>
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<p>The good news: cultivation is a choice you can still make. The soil is not dead until you stop tending it.</p>
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<p>The bad news: every quarter you keep stripping, the harder the replanting gets.</p>
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<p>AI exposes leaders. The question is not what tool you bought. The question is what kind of leader the tool just revealed.</p>
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</div>
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</article>
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</BaseLayout>
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<style>
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.post {
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max-width: 720px;
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margin: 0 auto;
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padding: 4rem 2rem 6rem;
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}
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.post-header {
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margin-bottom: 3rem;
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}
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.post-meta {
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display: flex;
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gap: 1rem;
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margin-bottom: 1rem;
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font-size: 0.875rem;
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}
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.post-date {
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color: var(--color-text-muted);
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}
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.post-tag {
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color: var(--color-amber);
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font-weight: 600;
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}
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.post-header h1 {
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font-family: var(--font-heading);
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font-size: clamp(2rem, 4vw, 2.75rem);
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color: var(--color-brown-dark);
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margin: 0;
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line-height: 1.2;
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}
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.post-content p {
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margin-bottom: 1.5rem;
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line-height: 1.8;
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}
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.post-content h2 {
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font-family: var(--font-heading);
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font-size: 1.5rem;
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color: var(--color-brown-dark);
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margin: 2.5rem 0 1rem;
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}
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.post-content ul {
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margin-bottom: 1.5rem;
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padding-left: 1.5rem;
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line-height: 1.8;
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}
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.post-content li {
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margin-bottom: 0.5rem;
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}
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.lead-question {
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font-size: 1.15rem;
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font-style: italic;
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color: var(--color-text-muted);
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border-left: 3px solid var(--color-amber);
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padding-left: 1rem;
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margin-bottom: 2rem !important;
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}
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</style>
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@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
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---
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<BaseLayout
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title="The Developer Experience Shift — And Why Tooling Alone Won't Save You"
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title="Why Can't Developer Experience Tooling Save You?"
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description="It's not about tooling. It's about adoption. Who gives a crap about things that are never used."
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ogType="article"
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canonicalUrl="/blog/devex-shift"
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@ -15,7 +15,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">Engineering</span>
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</div>
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<h1>The Developer Experience Shift — And Why Tooling Alone Won't Save You</h1>
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<h1>Why Can't Developer Experience Tooling Save You?</h1>
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</header>
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<div class="post-content">
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@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
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---
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<BaseLayout
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title="80% of Your Team Is Disengaged. It's Not Their Fault."
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title="Why Is 80% of Your Team Disengaged?"
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description="Fear-based development. There's a lot of fear right now. We need leaders who can anchor a culture."
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ogType="article"
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canonicalUrl="/blog/gallup-disengagement"
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<span class="post-date">May 3, 2026</span>
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<span class="post-tag">Leadership</span>
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</div>
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<h1>80% of Your Team Is Disengaged. It's Not Their Fault.</h1>
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<h1>Why Is 80% of Your Team Disengaged?</h1>
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</header>
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<div class="post-content">
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125
src/pages/blog/mentorship-isnt-latency-its-leverage.astro
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---
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import BaseLayout from '../../layouts/BaseLayout.astro';
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---
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<BaseLayout
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title="Mentorship Isn't Latency; It's Leverage"
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description="The highest-ROI activity in your organization is the one you canceled first. Mentorship compounds in ways no feature ship ever will."
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ogType="article"
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canonicalUrl="/blog/mentorship-isnt-latency-its-leverage"
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>
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<article class="post">
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<header class="post-header">
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<div class="post-meta">
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<span class="post-date">May 7, 2026</span>
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<span class="post-tag">Mentorship</span>
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</div>
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<h1>Mentorship Isn't Latency; It's Leverage</h1>
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</header>
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<div class="post-content">
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<p class="lead-question">What if the highest-ROI activity in your organization is the one you canceled first?</p>
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<p>Every engineering leader has felt the pressure. The roadmap is tight. The sprint is overloaded. Someone suggests a mentorship program, and the response is immediate; "We do not have bandwidth for that right now."</p>
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<p>That response is backwards. Mentorship is not latency in the system. It is the highest-leverage activity a senior person can do, because it compounds in ways no feature ship ever will.</p>
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<h2>The math we refuse to do</h2>
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<p>When a senior engineer spends two hours pairing with a junior, the organization sees two hours not spent on code review, architecture, or incident response. What the organization does not see is the multiplier that gets created.</p>
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<p>Every person you mentor becomes an independent producer of better decisions. They write code that does not need rework. They spot risks before they become incidents. They teach the next person. The two hours you spend today produce two hundred hours of better work over the next two years.</p>
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<p>That is leverage. And most companies leave it on the table because they cannot measure it on this sprint's burndown chart.</p>
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<h2>AI makes this more urgent, not less</h2>
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<p>There is a dangerous narrative circulating that AI will replace the need for mentorship. The argument goes like this: junior engineers can ask a model for help, so why waste a senior's time?</p>
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<p>This misses what mentorship actually transfers. AI can explain a concept. It cannot transfer judgment about which concept applies in a specific political, technical, and historical context. It cannot share the story of the outage that happened because someone made the exact tradeoff the junior is about to make. It cannot model the credibility and trust that makes a junior actually take the feedback seriously.</p>
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<p>AI is an incredible tool for information retrieval. It is a terrible substitute for institutional wisdom transfer.</p>
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<h2>Three questions that change everything</h2>
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<p>In my book <em>A Walk in Mentoring</em>, I share three questions that have shaped every mentoring relationship I have built:</p>
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<p><strong>What are you trying to grow?</strong> Not what project are you on; what capability are you building? This shifts the conversation from task completion to human development.</p>
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<p><strong>What is getting in the way?</strong> This surfaces the real constraints, which are rarely technical and usually about risk tolerance, organizational politics, or confidence.</p>
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<p><strong>How can I help?</strong> This is the critical pivot. The mentor's job is not to solve the problem. It is to remove the specific obstacle that is blocking the mentee's growth.</p>
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<p>These questions take ten minutes to ask. They shape years of trajectory.</p>
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<h2>The cultivation parallel</h2>
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<p>You do not measure soil health by this quarter's yield. You measure it by what grows without you, season after season.</p>
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<p>Mentorship is cultivation. It is slow, it is invisible, and it outperforms every shortcut eventually. The organizations that treat it as overhead are already spending that "savings" on rework, attrition, and technical debt. The organizations that treat it as leverage are building teams that compound.</p>
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<p>If you are a senior leader, your calendar is your strategy. If mentorship is not on it, you have already made a choice about what kind of organization you are building.</p>
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<p>The question is not whether you can afford mentorship. It is whether you can afford to keep treating it as optional.</p>
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</div>
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</article>
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</BaseLayout>
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<style>
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.post {
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max-width: 720px;
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margin: 0 auto;
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padding: 4rem 2rem 6rem;
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}
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.post-header {
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margin-bottom: 3rem;
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}
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.post-meta {
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display: flex;
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gap: 1rem;
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margin-bottom: 1rem;
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font-size: 0.875rem;
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}
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.post-date {
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color: var(--color-text-muted);
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}
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.post-tag {
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color: var(--color-amber);
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font-weight: 600;
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}
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.post-header h1 {
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font-family: var(--font-heading);
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font-size: clamp(2rem, 4vw, 2.75rem);
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color: var(--color-brown-dark);
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margin: 0;
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line-height: 1.2;
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}
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.post-content p {
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margin-bottom: 1.5rem;
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line-height: 1.8;
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}
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.post-content h2 {
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font-family: var(--font-heading);
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font-size: 1.5rem;
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color: var(--color-brown-dark);
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margin: 2.5rem 0 1rem;
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}
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.lead-question {
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font-size: 1.15rem;
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font-style: italic;
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color: var(--color-text-muted);
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border-left: 3px solid var(--color-amber);
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padding-left: 1rem;
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||||
margin-bottom: 2rem !important;
|
||||
}
|
||||
</style>
|
||||
115
src/pages/blog/strip-mining-happening-right-now.astro
Normal file
115
src/pages/blog/strip-mining-happening-right-now.astro
Normal file
|
|
@ -0,0 +1,115 @@
|
|||
---
|
||||
import BaseLayout from '../../layouts/BaseLayout.astro';
|
||||
---
|
||||
|
||||
<BaseLayout
|
||||
title="The Strip Mining is Happening Right Now"
|
||||
description="Strip-mining of people isn't a future risk — it's already happening in every org that treats AI as headcount reduction."
|
||||
ogType="article"
|
||||
canonicalUrl="/blog/strip-mining-happening-right-now"
|
||||
>
|
||||
|
||||
<article class="post">
|
||||
<header class="post-header">
|
||||
<div class="post-meta">
|
||||
<span class="post-date">May 7, 2026</span>
|
||||
<span class="post-tag">Leadership</span>
|
||||
</div>
|
||||
<h1>The Strip Mining is Happening Right Now</h1>
|
||||
</header>
|
||||
|
||||
<div class="post-content">
|
||||
<p class="lead-question">Why are so many "efficient" companies already dying?</p>
|
||||
|
||||
<p>You have seen the headlines. A Fortune 500 company announces 12,000 layoffs; the stock jumps three percent. A unicorn startup replaces its content team with two AI tools and a contractor. A bank closes twelve branches, citing "digital transformation," and no one asks what walked out the door with those employees.</p>
|
||||
|
||||
<p>Strip-mining of people is not a future risk. It is happening right now.</p>
|
||||
|
||||
<h2>The illusion of efficiency</h2>
|
||||
|
||||
<p>Organizations treat AI as a headcount reduction lever. They see a model that writes code, drafts emails, or summarizes reports, and their first instinct is to divide headcount by the tool's hourly cost. The math looks clean on a spreadsheet. The damage does not show up until quarters later, and by then the decision-makers have already collected their bonuses.</p>
|
||||
|
||||
<p>What actually leaves the building is not just labor. It is institutional memory; it is the person who knows why that legacy integration fails every March; it is the engineer who can read a stack trace and know which team to call without opening Slack; it is the manager who spent six years building trust with a critical vendor.</p>
|
||||
|
||||
<p>That knowledge does not live in Confluence. It lives in people. When you treat AI as a replacement instead of an amplifier, you are not optimizing. You are extracting.</p>
|
||||
|
||||
<h2>The compounding cost</h2>
|
||||
|
||||
<p>Strip-mining creates a debt that compounds invisibly. The first quarter looks great. Costs are down; margins are up. The second quarter, escalations take longer because the person who knew the context is gone. The third quarter, a production incident lasts six hours instead of thirty minutes because the engineer who built the original system is now at a competitor. By the fourth quarter, the remaining team is burned out from covering gaps they did not create, and your best people start leaving.</p>
|
||||
|
||||
<p>This is soil depletion. You cannot measure it by this quarter's yield. You measure it by what grows next season, and next season, nothing grows.</p>
|
||||
|
||||
<h2>Real examples, no names needed</h2>
|
||||
|
||||
<p>You know these organizations. The retailer that replaced its buying team with demand-forecasting AI and then could not explain why Q3 inventory missed by forty percent. The SaaS company that automated Tier-1 support and watched its Net Promoter Score collapse because customers could not reach anyone who understood their setup. The fintech that cut its risk team in half after deploying a compliance model, only to have that model miss a pattern the senior analyst would have caught in ten minutes.</p>
|
||||
|
||||
<p>None of these are hypothetical. They are happening now, and the pattern is consistent: replace first, understand second, regret third.</p>
|
||||
|
||||
<h2>You cannot replant in depleted soil</h2>
|
||||
|
||||
<p>The cultivation alternative is not about sentiment. It is about economics that actually compound. When you augment people with AI, you keep the context and multiply the output. When you replace people with AI, you lose the context and eventually discover that the model cannot maintain what it did not build.</p>
|
||||
|
||||
<p>Soil does not replenish itself. You have to choose, quarter after quarter, to invest in it. The organizations that survive this transition will not be the ones that cut fastest. They will be the ones that learned how to cultivate while everyone else was still stripping.</p>
|
||||
|
||||
<p>The strip-mining is happening right now. The only question is which side of it your organization is on.</p>
|
||||
</div>
|
||||
</article>
|
||||
|
||||
</BaseLayout>
|
||||
|
||||
<style>
|
||||
.post {
|
||||
max-width: 720px;
|
||||
margin: 0 auto;
|
||||
padding: 4rem 2rem 6rem;
|
||||
}
|
||||
|
||||
.post-header {
|
||||
margin-bottom: 3rem;
|
||||
}
|
||||
|
||||
.post-meta {
|
||||
display: flex;
|
||||
gap: 1rem;
|
||||
margin-bottom: 1rem;
|
||||
font-size: 0.875rem;
|
||||
}
|
||||
|
||||
.post-date {
|
||||
color: var(--color-text-muted);
|
||||
}
|
||||
|
||||
.post-tag {
|
||||
color: var(--color-amber);
|
||||
font-weight: 600;
|
||||
}
|
||||
|
||||
.post-header h1 {
|
||||
font-family: var(--font-heading);
|
||||
font-size: clamp(2rem, 4vw, 2.75rem);
|
||||
color: var(--color-brown-dark);
|
||||
margin: 0;
|
||||
line-height: 1.2;
|
||||
}
|
||||
|
||||
.post-content p {
|
||||
margin-bottom: 1.5rem;
|
||||
line-height: 1.8;
|
||||
}
|
||||
|
||||
.post-content h2 {
|
||||
font-family: var(--font-heading);
|
||||
font-size: 1.5rem;
|
||||
color: var(--color-brown-dark);
|
||||
margin: 2.5rem 0 1rem;
|
||||
}
|
||||
|
||||
.lead-question {
|
||||
font-size: 1.15rem;
|
||||
font-style: italic;
|
||||
color: var(--color-text-muted);
|
||||
border-left: 3px solid var(--color-amber);
|
||||
padding-left: 1rem;
|
||||
margin-bottom: 2rem !important;
|
||||
}
|
||||
</style>
|
||||
|
|
@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
---
|
||||
|
||||
<BaseLayout
|
||||
title="Three Signs Your Team Is Being Strip-Mined — Scott Scoble"
|
||||
title="Three Signs Your Team Is Being Strip-Mined"
|
||||
description="The mindset shift that separates thriving teams from burned-out ones — cultivation over extraction."
|
||||
ogType="article"
|
||||
canonicalUrl="/blog/strip-mining-signs"
|
||||
|
|
|
|||
|
|
@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
---
|
||||
|
||||
<BaseLayout
|
||||
title="The Surveillance Dividend Is a Lie"
|
||||
title="Why Is the Surveillance Dividend a Lie?"
|
||||
description="You're being strip-mined, but you'd rather be cultivated. Here's how to lead in that direction from where you are."
|
||||
ogType="article"
|
||||
canonicalUrl="/blog/surveillance-extraction"
|
||||
|
|
@ -15,7 +15,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
<span class="post-date">May 3, 2026</span>
|
||||
<span class="post-tag">Leadership</span>
|
||||
</div>
|
||||
<h1>The Surveillance Dividend Is a Lie</h1>
|
||||
<h1>Why Is the Surveillance Dividend a Lie?</h1>
|
||||
</header>
|
||||
|
||||
<div class="post-content">
|
||||
|
|
|
|||
|
|
@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
---
|
||||
|
||||
<BaseLayout
|
||||
title="The Soil Beneath the Code — Scott Scoble"
|
||||
title="The Soil Beneath the Code"
|
||||
description="A three-layer framework for understanding what makes engineering organizations healthy — or not."
|
||||
ogType="article"
|
||||
canonicalUrl="/blog/the-soil-beneath-the-code"
|
||||
|
|
|
|||
|
|
@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
---
|
||||
|
||||
<BaseLayout
|
||||
title="Three Questions That Changed How I Mentor — Scott Scoble"
|
||||
title="Three Questions That Changed How I Mentor"
|
||||
description="The simple mentoring framework that actually gets used: three questions that unlock real growth."
|
||||
ogType="article"
|
||||
canonicalUrl="/blog/three-questions-mentoring"
|
||||
|
|
|
|||
|
|
@ -3,7 +3,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
---
|
||||
|
||||
<BaseLayout
|
||||
title="The Token Anxiety Trap — Why AI Agents Aren't Liberating Us (Yet)"
|
||||
title="The Token Anxiety Trap; Why AI Agents Aren't Liberating Us (Yet)"
|
||||
description="Token anxiety is BS. If you know what you're doing and optimize for outcomes, token cost is meaningless."
|
||||
ogType="article"
|
||||
canonicalUrl="/blog/token-anxiety"
|
||||
|
|
@ -15,7 +15,7 @@ import BaseLayout from '../../layouts/BaseLayout.astro';
|
|||
<span class="post-date">May 4, 2026</span>
|
||||
<span class="post-tag">AI</span>
|
||||
</div>
|
||||
<h1>The Token Anxiety Trap — Why AI Agents Aren't Liberating Us (Yet)</h1>
|
||||
<h1>The Token Anxiety Trap; Why AI Agents Aren't Liberating Us (Yet)</h1>
|
||||
</header>
|
||||
|
||||
<div class="post-content">
|
||||
|
|
|
|||
Loading…
Add table
Add a link
Reference in a new issue