As a seasoned entrepreneur with over 2 and half decade of tech experience in the realm of design thinking and consulting, I've dedicated the last half-decade to spearheading digital transformation initiatives. I serve as the CEO and Founder of Qodequay Technologies Pvt. Ltd., where our mission is to blend groundbreaking technologies, such as AI, AR/VR/MR, Cloud, and Blockchain, with innovative design solutions. Our products cater to global enterprises, spanning continents from the USA to Australia, Europe to India.

With a vast 20+ years of expertise in guiding product creation for international clientele, my approach is deeply rooted in human-centered design. I'm proud to hold a credential in Design Kit: The Course for Human-Centered Design from NovoEd. My experience extends to leading diverse teams in digital content creation, marketing, communication, and the delivery of multimedia solutions tailored to clients' needs.

One of my most cherished ventures involves developing products for rural India, harnessing the power of data science to uplift and better the lives of the underserved communities. As a mentor, I've had the privilege to guide emerging designers from premier universities, enlightening them about the intricacies of design implementation and processes. I am not just an entrepreneur but a visionary, constantly pushing boundaries to revolutionize the digital landscape.

Shashikant Kalsha

AI influencers aren’t just a novelty anymore. They're everywhere now, and it's getting tough to spot who’s real and who isn’t.

Some people see them as a cost-saving hack. They’re always available, never asking for higher fees, and don’t complain about deadlines. Brands are jumping in because these digital personalities never go off-script, never age, and never end up in scandals.

But is that really enough to change the entire influencer game?

Let's look at both sides.

On one hand, AI influencers can churn out content on demand, reply instantly, and nail brand messaging every single time. No worrying about schedules. No drama. The creative options? Pretty much endless, since digital personalities can be whatever brands want.

On the other hand, there’s still no real substitute for genuine human connection. People follow influencers because they relate to them, trust them, or just like their quirks. Can an AI character actually build that loyalty? Or is it just a smart trick people will see through eventually?

There’s another big question too: Who’s responsible when an AI influencer messes up? If the AI says something insensitive or spreads something inaccurate, who takes the blame?

It’s fascinating to see these two worlds bump into each other. The efficiency and flexibility of AI, facing off against the messy, unpredictable reality of humans.

Maybe both can have a spot in the future. Brands could use AI for consistency and scale, but lean on real influencers for authenticity and deeper relationships.

For now, I’m curious. Would you trust a recommendation from an AI influencer as much as one from a real person?

Where do you think the future of influence is heading?

CEO, MD & Founder | Future-Tech Enthusiast and Author

Open article: Why Choosing the Right UI/UX Design Company Defines 80% of Your Product’s Success
 by Design Studio - UI/UX Design Agency • 1 min read

Why Choosing the Right UI/UX Design Company Defines 80% of Your Product’s Success

I help organizations design human systems so technology scales performance, not chaos.

As an entrepreneur, advisor, and writer, I study how organizations perform and why most stop performing as they grow. 

My focus is on one question:
How do you operationalize culture so performance scales with consistency?

In a time when technology parity is rising and AI is everywhere, tools are no longer the differentiator. People are. The way teams think, behave, and decide together determines whether technology amplifies performance or accelerates dysfunction.

I’m the Founder of LoyaltyOps™, the Organizational Performance System that connects People, Process, and Performance. It’s the system I built after years leading transformational growth across fast-scaling organizations, where I saw firsthand that growth doesn’t break systems, misalignment does.

My work centers on helping executive teams install the structure that turns culture into competitive advantage. Motivation doesn’t last. My focus is on cultivating measurable alignment: faster decisions, reliable execution, and performance that compounds instead of collapses.

LoyaltyOps™ advises founders, CEOs, and executive teams on how to:
• Create clarity of intent and cultural standards across their organizations
• Build feedback and accountability systems that sustain alignment
• Translate values into operational behaviour
• Ensure brand reputation mirrors operational truth 
• Turn execution into a strategic differentiator

We partner with executive teams to install the systems that make excellence scalable.

My perspective blends behavioural science, systems thinking, and leadership practice developed from years of building and testing frameworks that connect human behaviour to organizational performance.

I write and speak about the intersection of culture, execution, and performance, sharing field lessons and frameworks that help leaders scale what made them great.

To learn more about how these frameworks could apply to your organization, follow me here or visit: loyaltyops.com

Michaela Anderson

Last week was a special one for our family.
The Ottawa Senators and the team at the Canadian Tire Centre surprised my husband with a moment of recognition for his retirement from the Canadian Special Operations community, right on Remembrance Day.

After years of service, mountains of paperwork, and a retirement process that feels more administrative than emotional, the whole transition can feel strangely anticlimactic.
A massive life shift… wrapped in forms, signatures, and routines.

That’s why this day mattered so much.
Someone paused.
Someone noticed.
Someone said, “This moment deserves to be seen.”

It didn’t need to be elaborate or expensive. It was thoughtful, human, and real.
A reminder that rituals matter.
Being witnessed matters.
Marking the end of one chapter and the beginning of another matters.

Even though the Sens lost in overtime, we left with full hearts.
A huge thank you to the Senators staff and everyone at CTC who made the day meaningful for us.
You turned a long, hard transition into a moment we’ll never forget.

Here’s to the organizations, big and small, who understand that humans don’t thrive on checklists alone.
We thrive on moments that acknowledge who we’ve been, and who we’re becoming. ❤️🇨🇦

Entrepreneur & Organizational Performance Advisor | Founder of LoyaltyOps™ | Turning Culture into Competitive Advantage

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Recently, I had the chance to attend an incredible event hosted by The AI Collective on AI Ethics here in Ottawa.
I met brilliant founders, operators, and technologists, all excited about what AI can unlock.

But there was something else, too.
A shared concern.
A desire to slow down, get smarter, and make better decisions before charging ahead.

And honestly? We’re right to feel that.

Because here’s what’s happening in a lot of organizations right now:
→ Everyone is throwing custom GPTs at their teams.
→ Everyone is building their own prompts.
→ Everyone is automating their own workflows.

But without shared intent or behavioural standards, these tools become user-dependent.
• Instead of helping teams work better together, they amplify Key Person Risk.
• Top performers get stronger.
• The gap between players gets wider.
• And the knowledge, context, and skills gaps inside the organization silently expand.

It feels faster in the moment, but it’s building long-term fragility.

Then the cycle starts:
“We need to hire better people.”
“We need to exit poor performers.”
“We need someone who already knows all this.”

But without a clear human system underneath, even the best hires struggle to ramp up.
And your top performers end up carrying everyone else’s slack.

So how do we break the cycle?
We stop trying to win the season with superstars alone.
Championship teams win through consistent base hits. The fundamentals that compound over time.

In organizations, those base hits are simple:
People. Process. Performance.

Shared standards for how people think, behave, and decide.
Systems that make clarity and accountability repeatable.
Processes that allow technology to amplify excellence, not chaos.

If this event made anything clear, it’s this:
AI isn’t the problem.
It’s our readiness for it.

And readiness isn’t just technical.
It’s human.

Unpopular Opinion: Growth doesn’t 'break' companies.
It exposes the fractures that were already there.

When organizations get bigger, speed increases, complexity multiplies, and decision pace accelerates.
And suddenly the systems that used to work… don’t.

Execution starts to wobble.
Accountability drifts.
Communication gets noisy.
And performance becomes unpredictable, fast.

Most leaders assume it’s a strategy problem, a skill problem, or a “we just need better people” problem.
It’s usually none of those.

Here’s what I see inside almost every fast-growing organization:

👉 People are making decisions based on interpretation, not shared standards.
👉 Processes evolve faster than the clarity needed to run them.
👉 Performance becomes dependent on individual heroes instead of consistent habits.

Add AI or automation on top of that, and the cracks widen instantly.
Because technology doesn’t create clarity...it just magnifies whatever human system it lands on.

This is the work I’m obsessed with.
Designing the organizational performance systems that align People, Process, and Performance so execution becomes predictable, even under pressure, and even at scale.

When those three layers connect, culture becomes infrastructure.
Behaviour becomes repeatable.
And growth stops feeling chaotic and starts feeling simple again.

If you’re building a company that’s scaling fast, about to add AI or new technology, send me a DM.

I help organizations strengthen the human system underneath their existing operating frameworks so clarity scales, decisions speed up, and technology amplifies what’s working instead of magnifying what’s not.

When AI and automation speed everything up, the gaps in clarity, communication, and accountability widen just as fast.

Right now, inside most growing companies, every team is experimenting.
Building GPTs, writing prompts, automating workflows...
all with different intent, standards, and expectations.

The result?
Different outputs.
Different interpretations of “done.”
And performance that’s unpredictable, person-dependent, and impossible to scale.

The issue isn’t the technology.
It’s the lack of a set of shared standards for how people think, behave, and decide together.

The friction shows up in a thousand little “Ugh” moments:
mixed messages, duplicated work, inconsistent results, and systems that depend on heroes instead of habits.

Before you add more dashboards, data, or AI tools, reset the foundation.
Define clarity, accountability, and behavioural standards first.
That’s how technology scales performance.

This is the work I’m most passionate about. Helping leaders rebuild the systems that make performance consistent and culture scalable, before the next wave of tech arrives.

If your team’s feeling the friction of fast growth and fragmented tools, it might be time to pause and reset the organizational performance system that powers everything else.

Everyone seems to be launching an “AI culture diagnostic” right now.
Fifteen minutes, a few questions, one sleek dashboard…
and apparently, your entire culture can be measured, analyzed, and transformed.

I get the appeal.
It’s fast, high-margin, and easy to sell.
And in this era of automation, it feels like the smart move.

But here’s the thing we keep forgetting:

Culture is human.
And humans don’t fit neatly into a five-minute prompt.

A survey or AI diagnostic gives you one type of data from one moment in time.
Helpful? Sure.
Complete? Not even close.

People are multifaceted.
They think differently in different environments.
They interact differently with different people.
Their priorities shift depending on projects, circumstances, pressure, and context.

Culture lives in:
• the way teams make decisions
• the way they communicate (or don’t)
• how they set goals
• how they debrief
• how they escalate issues
• how they interpret values
• how performance is reinforced
• how accountability actually works
• how meetings unfold
• where the bottlenecks sit
• who people trust
• and what people assume without saying

No AI tool can see that (at least not yet).
And no diagnostic should pretend it can.

Will AI try to flatter you?
Of course.
Ask ChatGPT if your culture is strong, and it will happily tell you you’re thriving.
But AI cannot feel tension.
It cannot observe behaviour.
It cannot notice misalignment.
It cannot understand the nuance between what people say and what people do.

That’s why at LoyaltyOps, we don’t outsource culture diagnostics to an algorithm.
We use AI where it makes sense. Our AI intern “Lo” will answer your calls, guide the website, and help with intelligent workflows.
But when it comes to understanding an organization, we go in.

We interview.
We run focus groups.
We shadow meetings.
We analyze operating rhythms, decision patterns, workflows, accountability systems, and behavioural standards.
We look at the symptoms, find the root causes, and design a phased plan that respects the people who have to live it.

Because culture isn’t a dashboard.
It’s a human operating system.
And you can’t transform what you don’t truly understand.

AI is an incredible tool.
But it’s not a shortcut.
And it’s not a substitute for the human work of building culture, trust, clarity, and performance that scales.

If you want culture to become your competitive advantage, you need more than data.
You need understanding.

Reposting this because it’s the truth I’ve seen in every fast-growth company I’ve worked with: 
You don’t scale performance by hiring “better people.”
You scale performance by making it easier for good people to work well together.

When teams don’t share the same standards for communication, accountability, and decision-making, even the best talent becomes unpredictable.

And frameworks like EOS or OKRs can’t close that gap either. They define the work, not the behavior behind the work.

LoyaltyOps exists to close that gap. And this post sums it up perfectly.

If you’re a founder or exec rolling out new tech and AI but seeing more friction than ROI, I’ve opened a few limited spots for teams who want to fix that.

Right now, companies are scaling tools faster than they’re aligning people, and it turns AI into a cost center instead of a performance lever.

We help you flip that.
When your people share the same standards for how they think, behave, and decide, every tool you add becomes additive, not chaotic.

If you want to scale performance instead of scaling variance, DM me. Let's make the tech you’re investing in actually work for you.

Every company says people are their greatest asset.
But without the right systems, they become your biggest variable.

That’s why we built LoyaltyOps™ — an Organizational Performance System that connects People, Process, and Performance.

Each layer works together to create clarity, consistency, and alignment across your organization:

🔹 People → Define how your teams think, behave, and decide together.
Set clear standards for communication, accountability, and decision-making.

🔹 Process → Build simple, repeatable systems that reinforce those standards.
Make it easy for good behavior to scale.

🔹 Performance → Measure what matters — not just results, but reliability.
Turn alignment into a leading indicator of success.

Most organizations try to fix performance by changing tools or adding layers of management.

We fix it by aligning the foundation: the people and processes that create performance in the first place.

When those three layers connect, culture stops being abstract.
It becomes your operating advantage.

👉 Follow LoyaltyOps™ for more insights on how to align people, process, and performance, and turn culture into a measurable business advantage.

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The Battle

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Michaela Anderson

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Engagements

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