AI Prompt Modification: Operations Management Scenario

Have you ever wondered how AI can enhance your Operations Management processes, especially with something as crucial as planning for your team’s future and fostering a culture of continuous improvement? In my ongoing prompting series, I dive deep into this topic by comparing how different AI platforms—ChatGPT 4o, Google Gemini Advanced, and Copilot Pro—respond to the same prompt. I also explain how you can modify the original prompt using Chain Prompting Method as an example to dive even further into the topic and get tailored responses.

Scenario

As an Operations Manager aiming to implement the continuous improvement for your team, join me as I explore how each AI Platform shows insights on best practices for project selection and management, and then shares tips for facilitating communication and collaboration among team members. Also look at how modifying the prompts can deepen the output of the knowledge you seek. This exercise not only highlights the strengths of each AI model but also emphasizes the importance of using multiple AI tools and methods to gain comprehensive insights. As you read through the responses from each tool, I challenge you to think about your own experiences with AI prompts and AI prompting. How have different models shaped your management projects? Share your thoughts in the comments below—let’s start a conversation about the fascinating interplay between AI and YOU.

Mitigating Factors

By utilizing the AI Platforms to automate the task of fostering a continuous improvement culture, operations managers can achieve a more efficient and systematic approach to process improvement. AI Tools such as these can provide valuable insights and best practices, as well as facilitate communication and collaboration among team members. This can lead to a more streamlined and effective continuous improvement process, resulting in increased productivity and profitability.

The Initial Prompt

As an operations manager, I want to foster a culture of continuous improvement within my team. To achieve this, I need to implement four improvement projects over the next 12 months. These projects should focus on efficiency of processes, focused precision, quality production, reducing employee burnout/turnover, and aim to achieve overall cost savings, ROI, KPI, and work/life balance. Can you provide me with a list of best practices for project selection and management, as well as tips for facilitating communication and collaboration among team members?

Challenge

The goal here is to review the responses and come up with a plan that will work best for you and your team based on the data given. I challenge you to think on how to modify the initial prompt and also use Chain Prompting Method to expand on the initial prompts and responses so that you can deep dive further into the topic.

Here is an example:

To modify the original prompt to include different divisions of a company such as HR, IT, Finance, Executive Management, and Frontline workers, the focus needs to be tailored to the specific roles, challenges, and contributions of each division in the context of continuous improvement projects. Here are the major changes to be made:

  1. Identify Key Areas for Each Division:
    • HR: Focus on employee engagement, retention, training and development, and fostering a positive workplace culture.
    • IT: Emphasize process automation, system integration, cybersecurity, and technology upgrades.
    • Finance: Highlight cost management, financial planning and analysis, ROI tracking, and compliance.
    • Executive Management: Concentrate on strategic planning, organizational alignment, leadership development, and overall performance metrics.
    • Frontline Workers: Address operational efficiency, safety, quality control, and customer satisfaction.
  2. Set Division-Specific Goals:
    • Customize SMART objectives for each division that align with their unique responsibilities and impact on the overall organization.
  3. Prioritize Projects by Division Impact:
    • Evaluate and prioritize projects based on their potential impact on each division and the organization as a whole.
  4. Develop Division-Specific Project Plans:
    • Create detailed project plans that include specific tasks, milestones, and responsibilities tailored to each division.
  5. Implement Division-Specific Continuous Improvement Frameworks:
    • Adopt methodologies suited to each division, such as Lean for frontline operations, Six Sigma for IT processes, and Kaizen for HR initiatives.
  6. Monitor and Measure Division-Specific KPIs:
    • Define and track KPIs relevant to each division’s performance and contribution to overall organizational goals.
  7. Engage and Empower Employees in Each Division:
    • Involve employees from each division in the planning and implementation process, providing relevant training and development opportunities.

Modified Prompt:

“As an operations manager looking to foster a culture of continuous improvement within my team and across various divisions of our company, I need to implement four improvement projects over the next 12 months. These projects should focus on efficiency of processes, focused precision, quality production, reducing employee burnout/turnover, and aim to achieve overall cost savings, ROI, KPI, and work/life balance. To accomplish this, we will tailor our approach to the unique needs and challenges of each division, including HR, IT, Finance, Executive Management, and Frontline workers.”

Major Changes to the Original Prompt to Showcase Differences by Department:

  1. HR Division:
    • Project Focus: Employee engagement and retention, training programs, workplace culture.
    • Goals: Improve employee satisfaction and reduce turnover rates.
    • KPIs: Employee satisfaction scores, retention rates, training completion rates.
  2. IT Division:
    • Project Focus: Process automation, system integration, cybersecurity.
    • Goals: Enhance process efficiency and security.
    • KPIs: System downtime, number of automated processes, cybersecurity incident rates.
  3. Finance Division:
    • Project Focus: Cost management, financial planning, compliance.
    • Goals: Achieve cost savings and ensure financial compliance.
    • KPIs: Cost savings, budget variance, compliance audit results.
  4. Executive Management:
    • Project Focus: Strategic planning, organizational alignment, leadership development.
    • Goals: Align organizational goals and improve leadership effectiveness.
    • KPIs: Strategic goal achievement, leadership performance scores, organizational alignment metrics.
  5. Frontline Workers:
    • Project Focus: Operational efficiency, safety, quality control, customer satisfaction.
    • Goals: Improve operational processes and enhance customer satisfaction.
    • KPIs: Process efficiency metrics, safety incident rates, quality control metrics, customer satisfaction scores.

By focusing on these tailored approaches for each division, we can ensure that our continuous improvement efforts are comprehensive, effective, and aligned with the unique needs and objectives of each part of the organization.”

Here is an example of using the Chain Prompting Method to modify the original prompt:

Chain prompting involves breaking down a complex task into a series of simpler, connected prompts. This method ensures that each step builds upon the previous one, leading to a comprehensive and tailored output. Here’s an example of chain prompting to modify the original prompt to include different divisions of a company like HR, IT, Finance, Executive Management, and Frontline workers.

Step-by-Step Chain Prompting:

Step 1: Define the Overall Goal

Prompt: “As an operations manager, I want to foster a culture of continuous improvement within my team. What are the key areas I should focus on to achieve this goal?”

Response: “To foster a culture of continuous improvement, you should focus on the following key areas:

  1. Efficiency of processes
  2. Focused precision
  3. Quality production
  4. Reducing employee burnout/turnover
  5. Achieving overall cost savings, ROI, KPI, and work/life balance.”

Step 2: Identify Key Areas for Each Division

Prompt: “How can I apply these key areas of focus to different divisions of my company, such as HR, IT, Finance, Executive Management, and Frontline workers?”

Response: “Here’s how you can apply the key areas of focus to different divisions:

  1. HR Division: Employee engagement and retention, training programs, workplace culture.
  2. IT Division: Process automation, system integration, cybersecurity.
  3. Finance Division: Cost management, financial planning, compliance.
  4. Executive Management: Strategic planning, organizational alignment, leadership development.
  5. Frontline Workers: Operational efficiency, safety, quality control, customer satisfaction.”

Step 3: Set Division-Specific Goals

Prompt: “What specific goals should I set for each division to align with their unique responsibilities?”

Response: “Specific goals for each division:

  1. HR Division: Improve employee satisfaction and reduce turnover rates.
  2. IT Division: Enhance process efficiency and security.
  3. Finance Division: Achieve cost savings and ensure financial compliance.
  4. Executive Management: Align organizational goals and improve leadership effectiveness.
  5. Frontline Workers: Improve operational processes and enhance customer satisfaction.”

Step 4: Prioritize Projects by Division Impact

Prompt: “How should I prioritize projects based on their potential impact on each division and the organization as a whole?”

Response: “Prioritize projects by evaluating their potential impact on each division and the organization:

  1. Assess the significance of each project for the division.
  2. Consider the resources, time, and effort required.
  3. Prioritize projects with the highest potential return on investment.”

Step 5: Develop Division-Specific Project Plans

Prompt: “What should a detailed project plan look like for each division, including specific tasks, milestones, and responsibilities?”

Response: “A detailed project plan for each division should include:

  1. HR Division: Employee engagement survey implementation, training program schedules, cultural initiatives.
  2. IT Division: Automation of repetitive tasks, system integration timelines, cybersecurity protocols.
  3. Finance Division: Budget review meetings, cost-saving measures, compliance checklists.
  4. Executive Management: Strategic planning sessions, leadership development programs, alignment workshops.
  5. Frontline Workers: Process efficiency audits, safety drills, quality control checks, customer feedback mechanisms.”

Step 6: Implement Division-Specific Continuous Improvement Frameworks

Prompt: “Which continuous improvement methodologies are best suited for each division?”

Response: “Recommended continuous improvement methodologies:

  1. HR Division: Kaizen for continuous feedback and improvement.
  2. IT Division: Six Sigma for process optimization and error reduction.
  3. Finance Division: Lean for eliminating waste and improving efficiency.
  4. Executive Management: Balanced Scorecard for strategic alignment and performance measurement.
  5. Frontline Workers: Lean for operational efficiency and Kaizen for incremental improvements.”

Step 7: Monitor and Measure Division-Specific KPIs

Prompt: “What key performance indicators (KPIs) should I track for each division to measure progress and success?”

Response: “Key performance indicators for each division:

  1. HR Division: Employee satisfaction scores, retention rates, training completion rates.
  2. IT Division: System downtime, number of automated processes, cybersecurity incident rates.
  3. Finance Division: Cost savings, budget variance, compliance audit results.
  4. Executive Management: Strategic goal achievement, leadership performance scores, organizational alignment metrics.
  5. Frontline Workers: Process efficiency metrics, safety incident rates, quality control metrics, customer satisfaction scores.”

Final Modified Prompt:

Prompt: “As an operations manager looking to foster a culture of continuous improvement within my team and across various divisions of our company, I need to implement four improvement projects over the next 12 months. These projects should focus on efficiency of processes, focused precision, quality production, reducing employee burnout/turnover, and aim to achieve overall cost savings, ROI, KPI, and work/life balance. To accomplish this, we will tailor our approach to the unique needs and challenges of each division, including HR, IT, Finance, Executive Management, and Frontline workers.

  • For the HR Division, the focus will be on employee engagement and retention, training programs, and fostering a positive workplace culture. Goals include improving employee satisfaction and reducing turnover rates, with KPIs like employee satisfaction scores and retention rates.
  • In the IT Division, projects will emphasize process automation, system integration, and cybersecurity, aiming to enhance efficiency and security. KPIs will include system downtime, number of automated processes, and cybersecurity incident rates.
  • For the Finance Division, the focus will be on cost management, financial planning, and compliance, with goals to achieve cost savings and ensure financial compliance. Relevant KPIs will include cost savings, budget variance, and compliance audit results.
  • Executive Management will concentrate on strategic planning, organizational alignment, and leadership development, with goals to align organizational goals and improve leadership effectiveness. KPIs will be strategic goal achievement and leadership performance scores.
  • Frontline Workers will focus on operational efficiency, safety, quality control, and customer satisfaction. Goals include improving operational processes and enhancing customer satisfaction, with KPIs like process efficiency metrics, safety incident rates, quality control metrics, and customer satisfaction scores.”

By following this chain prompting approach, the modified prompt comprehensively addresses the unique needs and challenges of each division while ensuring alignment with the overall goal of continuous improvement.

Responses from Finalized Prompt

ChatGPT 4o

To successfully implement these improvement projects over the next 12 months, it’s crucial to develop a structured plan tailored to the specific needs and goals of each division. Here’s a comprehensive approach to each project, along with detailed actions, timelines, and KPIs:

HR Division: Employee Engagement and Retention

Project Goals:

  • Improve employee satisfaction.
  • Reduce turnover rates.

Actions:

  1. Employee Engagement Surveys:
    • Conduct quarterly surveys to gather feedback.
    • Analyze results to identify key areas for improvement.
  2. Training and Development Programs:
    • Implement continuous learning opportunities.
    • Offer leadership development programs for potential leaders.
  3. Recognition and Reward Systems:
    • Establish a structured recognition program.
    • Provide incentives for high performers.
  4. Workplace Culture Initiatives:
    • Organize team-building activities and wellness programs.
    • Promote a healthy work-life balance through flexible work arrangements.

KPIs:

  • Employee satisfaction scores (measured quarterly).
  • Retention rates (measured annually).
  • Participation rate in training programs.
  • Number of recognition and reward instances.

Timeline:

  • Q1: Launch engagement surveys, develop training programs.
  • Q2: Implement recognition systems, initiate workplace culture initiatives.
  • Q3: Review survey results, adjust programs as needed.
  • Q4: Evaluate overall impact, plan for the next year.

IT Division: Process Automation and Cybersecurity

Project Goals:

  • Enhance process efficiency.
  • Improve cybersecurity measures.

Actions:

  1. Process Automation:
    • Identify repetitive tasks suitable for automation.
    • Implement automation tools and technologies.
  2. System Integration:
    • Integrate various IT systems for seamless operations.
    • Ensure data consistency and accessibility.
  3. Cybersecurity Enhancements:
    • Conduct regular security audits.
    • Implement advanced threat detection and prevention systems.
  4. Training and Awareness:
    • Conduct cybersecurity training for employees.
    • Promote best practices for data protection.

KPIs:

  • System downtime (measured monthly).
  • Number of automated processes (measured quarterly).
  • Cybersecurity incident rates (measured monthly).
  • Employee participation in cybersecurity training.

Timeline:

  • Q1: Identify automation opportunities, begin system integration.
  • Q2: Implement initial automation tools, conduct security audits.
  • Q3: Expand automation, enhance cybersecurity measures.
  • Q4: Review progress, adjust strategies, plan for the next year.

Finance Division: Cost Management and Compliance

Project Goals:

  • Achieve cost savings.
  • Ensure financial compliance.

Actions:

  1. Cost Management Initiatives:
    • Conduct a cost analysis to identify savings opportunities.
    • Implement cost-saving measures (e.g., renegotiating contracts, reducing waste).
  2. Financial Planning:
    • Develop comprehensive financial plans aligned with company goals.
    • Regularly review and adjust financial plans as needed.
  3. Compliance Audits:
    • Conduct regular internal audits to ensure compliance.
    • Implement corrective actions for any identified issues.
  4. Financial Training:
    • Provide training on financial management and compliance to relevant staff.

KPIs:

  • Cost savings (measured quarterly).
  • Budget variance (measured monthly).
  • Compliance audit results (measured annually).
  • Participation in financial training programs.

Timeline:

  • Q1: Conduct cost analysis, develop financial plans.
  • Q2: Implement cost-saving measures, conduct initial compliance audits.
  • Q3: Review financial performance, adjust plans.
  • Q4: Evaluate compliance, plan for the next year.

Executive Management: Strategic Planning and Leadership Development

Project Goals:

  • Align organizational goals.
  • Improve leadership effectiveness.

Actions:

  1. Strategic Planning:
    • Facilitate strategic planning sessions.
    • Develop and communicate clear organizational goals.
  2. Organizational Alignment:
    • Ensure all divisions are aligned with strategic goals.
    • Monitor progress and adjust as needed.
  3. Leadership Development:
    • Implement leadership training programs.
    • Provide coaching and mentoring for leaders.
  4. Performance Monitoring:
    • Regularly review leadership performance.
    • Provide feedback and development opportunities.

KPIs:

  • Strategic goal achievement (measured annually).
  • Leadership performance scores (measured quarterly).
  • Participation in leadership development programs.
  • Progress in organizational alignment.

Timeline:

  • Q1: Facilitate strategic planning, develop leadership programs.
  • Q2: Implement alignment initiatives, start leadership training.
  • Q3: Monitor progress, provide feedback.
  • Q4: Evaluate leadership effectiveness, plan for the next year.

Frontline Workers: Operational Efficiency and Customer Satisfaction

Project Goals:

  • Improve operational processes.
  • Enhance customer satisfaction.

Actions:

  1. Process Improvement:
    • Conduct process mapping and analysis.
    • Implement process improvements and monitor results.
  2. Safety and Quality Control:
    • Enhance safety protocols and conduct regular training.
    • Implement quality control measures and regular inspections.
  3. Customer Service Training:
    • Provide training on customer service best practices.
    • Gather customer feedback and address issues promptly.
  4. Employee Wellness Programs:
    • Promote wellness programs to reduce burnout.
    • Encourage a healthy work-life balance.

KPIs:

  • Process efficiency metrics (measured monthly).
  • Safety incident rates (measured monthly).
  • Quality control metrics (measured quarterly).
  • Customer satisfaction scores (measured quarterly).

Timeline:

  • Q1: Conduct process analysis, develop safety and quality control measures.
  • Q2: Implement process improvements, start customer service training.
  • Q3: Monitor operational efficiency, gather customer feedback.
  • Q4: Evaluate overall impact, plan for the next year.

Monitoring and Reporting

To ensure the success of these projects, it’s essential to establish a robust monitoring and reporting system:

  • Regular Meetings: Hold monthly meetings with each division to review progress, discuss challenges, and adjust plans.
  • Performance Dashboards: Develop dashboards to visualize KPIs and track progress in real-time.
  • Feedback Mechanisms: Implement feedback loops to gather input from employees and stakeholders continuously.
  • Annual Review: Conduct a comprehensive annual review to evaluate the overall impact of the projects and plan for the next year.

By following this structured approach, you can effectively implement these improvement projects, fostering a culture of continuous improvement and achieving your organizational goals.

Google Gemini Advanced

Absolutely! Let’s break down this comprehensive 12-month continuous improvement plan into actionable steps.

Overall Strategy:

  1. Cross-Functional Collaboration: Establish a steering committee with representatives from each division (HR, IT, Finance, Executive Management, Frontline Workers). This committee will ensure alignment, share best practices, and monitor overall progress.
  2. Data-Driven Decisions: Invest in robust data collection and analysis tools to measure KPIs effectively. This data will guide decision-making and demonstrate the impact of your improvement projects.
  3. Communication: Develop a communication plan to keep all employees informed about the progress of improvement projects. Transparency and engagement are key to fostering a culture of continuous improvement.

Division-Specific Projects:

HR Division:

  • Project 1: Implement a comprehensive employee engagement survey to identify areas for improvement. Use the feedback to develop targeted action plans.
  • Project 2: Launch a leadership development program for managers and supervisors, focusing on communication, feedback, and recognition skills.
  • Project 3: Redesign the onboarding process to ensure new employees feel welcome and prepared for their roles.

IT Division:

  • Project 1: Identify high-volume, repetitive tasks suitable for automation (e.g., data entry, report generation) and implement automation solutions.
  • Project 2: Conduct a thorough cybersecurity audit to identify vulnerabilities and implement security enhancements.
  • Project 3: Streamline IT support processes to improve response times and issue resolution rates.

Finance Division:

  • Project 1: Conduct a comprehensive cost analysis to identify areas for cost reduction (e.g., renegotiating contracts, optimizing procurement).
  • Project 2: Implement a financial planning and forecasting tool to improve accuracy and agility in financial decision-making.
  • Project 3: Develop a robust compliance audit program to ensure adherence to financial regulations and internal policies.

Executive Management:

  • Project 1: Facilitate a strategic planning session to clarify organizational goals, priorities, and key performance indicators.
  • Project 2: Implement a leadership coaching program for executives to enhance their leadership skills and effectiveness.
  • Project 3: Establish a regular communication cadence (e.g., town halls, newsletters) to keep employees informed and aligned with organizational goals.

Frontline Workers:

  • Project 1: Conduct process mapping workshops to identify bottlenecks and inefficiencies in operational workflows.
  • Project 2: Implement a safety training program to reduce workplace accidents and injuries.
  • Project 3: Develop a customer feedback loop to gather insights and improve customer satisfaction.

Measuring Success:

  • Regularly Review KPIs: Track progress against each division’s KPIs on a monthly or quarterly basis.
  • Celebrate Success: Recognize and reward teams and individuals who make significant contributions to continuous improvement.
  • Adapt and Evolve: Be prepared to adjust your projects and strategies based on the data and feedback you receive.

By implementing this structured approach, you can create a culture of continuous improvement that drives efficiency, precision, quality, employee well-being, and overall success across your organization.

Copilot Pro

It sounds like you have a comprehensive plan for fostering a culture of continuous improvement across your organization. Here’s a high-level overview of your plan:

  1. HR Division: Focus on employee engagement, retention, training programs, and fostering a positive workplace culture. Goals include improving employee satisfaction and reducing turnover rates. KPIs: Employee satisfaction scores and retention rates.
  2. IT Division: Emphasize process automation, system integration, and cybersecurity to enhance efficiency and security. KPIs: System downtime, number of automated processes, and cybersecurity incident rates.
  3. Finance Division: Concentrate on cost management, financial planning, and compliance to achieve cost savings and ensure financial compliance. KPIs: Cost savings, budget variance, and compliance audit results.
  4. Executive Management: Focus on strategic planning, organizational alignment, and leadership development to align organizational goals and improve leadership effectiveness. KPIs: Strategic goal achievement and leadership performance scores.
  5. Frontline Workers: Focus on operational efficiency, safety, quality control, and customer satisfaction. Goals include improving operational processes and enhancing customer satisfaction. KPIs: Process efficiency metrics, safety incident rates, quality control metrics, and customer satisfaction scores.

Remember, the success of these projects will depend on clear communication, collaboration, and commitment from all team members. Regularly review and adjust your strategies based on the feedback and the data you collect. Good luck with your continuous improvement efforts! If you need any further assistance, feel free to ask.

Analysis

Here’s a detailed analysis of the responses from the three AI platforms, focusing on their approach and differences:

ChatGPT 4o:

  • Approach: Highly structured and methodical. ChatGPT 4o provides a detailed, step-by-step plan for each division, complete with specific actions, timelines, and KPIs. This approach is excellent for operations managers who value detailed guidance and a clear roadmap.
  • Strengths:
    • Comprehensive: Covers all aspects of the prompt, leaving no stone unturned.
    • Action-Oriented: Provides concrete actions and timelines for implementation.
    • KPI-Focused: Emphasizes the importance of tracking progress with measurable metrics.
  • Weaknesses:
    • Less Flexibility: May be less adaptable to unexpected changes or unique circumstances.
    • Overwhelming Detail: The sheer amount of information could be overwhelming for some users.

Google Gemini Advanced:

  • Approach: Strategic and collaborative. Gemini emphasizes cross-functional collaboration, data-driven decision-making, and clear communication. It offers a slightly higher-level view than ChatGPT 4o, focusing on overall strategy and providing specific project ideas for each division.
  • Strengths:
    • Collaborative: Encourages teamwork and communication across departments.
    • Data-Driven: Emphasizes the importance of using data to measure progress and make decisions.
    • Flexible: Allows for adaptability and adjustments based on real-world outcomes.
  • Weaknesses:
    • Less Detailed: Provides less specific guidance on implementation steps compared to ChatGPT 4o.
    • Assumes Resources: Implies the availability of resources like data collection tools and leadership coaching programs.

Copilot Pro:

  • Approach: Concise and confirmatory. Copilot provides a brief summary of the plan, highlighting the key focus areas and KPIs for each division. This approach is suitable for managers who already have a good grasp of continuous improvement principles and need a quick overview.
  • Strengths:
    • Concise: Gets straight to the point, summarizing the main points efficiently.
    • Validating: Confirms the user’s understanding of the plan and offers support.
    • Encouraging: Provides a positive and motivational tone.
  • Weaknesses:
    • Lacks Depth: Doesn’t offer specific actions or implementation details.
    • Less Guidance: May not be as helpful for managers who need more structured guidance.

In Summary:

  • ChatGPT 4o is ideal for those who prefer a detailed, step-by-step approach with clear KPIs.
  • Google Gemini Advanced is suitable for collaborative teams that value data-driven decision-making and flexibility.
  • Copilot Pro is best for managers who need a quick overview and validation of their existing plan.

Choosing the Right AI Tool:

The best AI tool for you will depend on your specific needs and preferences. Consider the following factors:

  • Level of detail: Do you need a detailed roadmap or a high-level overview?
  • Collaborative vs. individual: Are you working alone or with a team?
  • Data-driven approach: How important is data in your decision-making process?
  • Flexibility: How adaptable does the plan need to be to changing circumstances?

By carefully considering these factors, you can select the AI tool that best aligns with your goals and working style, enabling you to foster a successful culture of continuous improvement within your organization.

Conclusion

As we’ve seen, AI tools like ChatGPT 4o, Google Gemini Advanced, and Copilot Pro offer unique strengths in guiding continuous improvement initiatives. Whether you crave meticulous detail, collaborative strategies, or quick validation, there’s an AI companion ready to streamline your workflow. By harnessing the power of AI and techniques like chain prompting, you can unlock a world of tailored solutions, data-driven insights, and enhanced efficiency. Don’t just manage your operations – elevate them. Embrace AI as your trusted advisor on the journey to continuous improvement and witness firsthand how it revolutionizes your business. Dive into the world of AI-powered management and discover the transformative potential waiting to be unleashed within your organization.

About Lance Lingerfelt

Lance Lingerfelt Profile Photo

Lance Lingerfelt is an M365 Specialist and Evangelist with over 20 years of experience in the Information Technology field. Having worked in enterprise environments to small businesses, he is able to adapt and provide the best IT Training and Consultation possible. With a focus on AI, the M365 Stack, and Healthcare, he continues to give back to the community with training, public speaking events, and this blog.

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