I’ve been thinking about how the evolution of AI and its bursting into our SEO world can be viewed a little bit like the origin story of Frankenstein.

First comes Dr. Frankenstein’s technological creation; he brought it to life in secrecy.

Then, comes his training. Gemini AI summarized the Frankenstein tale this way: “Through stolen books and observations of a nearby cottage family, the creature acquires language, reading, and rudimentary knowledge of history, science, and morality.”

We all know the rest of the story includes the revelation of the creature to the village and the subsequent fear it generated.

Fellow search villagers’ initial responses to AI’s launch in Bing Copilot, Gemini/Bard, Google Search Generative Experience, etc. were similar to Mary Shelly’s work. “SEO is finally dead!” and “Organic search traffic is going to drop by up to 76%!!” are a few of the howls we initially heard.

But rather than reaching for our pitchforks, the villagers at DBE took a different approach where we saw AI as not happening to us, it’s happening for us.

So we explored how AI search bots were working.

We performed our own AI experiments to test different ways we could help AI search bots learn about the topics/brands that are important to us. Some of our main theories and queries research included:

• How did the AI searchbots act differently from the traditional search bots?
• What forms of content did they find authoritative and worth citing?
• Were they influenced by off-website factors like social media posts?
• Did the results vary between the different AI platforms?

Then we saw the results of our experiments as what we fed into the AI ecosystem echoed back in the AI responses to related questions.

This is how we created and breathed life into our Search AI Optimization (SAIO) solutions. This is how we can help you not fear AI but teach it to like and link to you.

“Oh shoot, I’m late!”

A jolt of adrenaline hits you as you scurry to get to where you need to go. You reach for your phone. A stack of meticulously organized papers flies off your desk like the most disappointing confetti ever seen. A sigh of frustration. A look of anguish. “I don’t have time for this.”

If that is not one of the most relatable occurrences, I do not know what is.

Let us examine that pressure and how it applies in the workplace. What is the cause of this time-keeping anxiety?

The Issue with Numerical Time

As we know, numeric time is a construct, an illusion working to keep us all on the same beat. I believe the issue of our societal stress around time lies in how we think about it.

We “measure” time with productivity, efficiency, and busyness. We have methodical approaches to managing time like prioritization and workflow organization – it has been implanted within us during youth. There is pressure for kids to be potty trained before sending them off to school with timed tests and project deadlines. We learn “time management skills” so we can slap them on college applications and resumes.

While there is nothing wrong with measuring time, – it is imperative to advance as a species – our overreliance on it has been steeped in our culture, particularly in our workplaces.

Time & Workplace Productivity

A study in the Journal of Consumer Research found that many cultures view busyness as a sign of status. The question is: do we need to be overworked and overtired to feel accomplished at work?

When we anxiously race to beat the deadline, we prime ourselves for living in a “reacting” mode. Dr. Jim Taylor in Psychology Today explains that reacting is based on perceiving a threat, while responding flows from “deliberate and thoughtful decision making.” We, as people, need both mechanisms to survive. We need to run if there is a lion chasing us, but do we really need to blow up on an intern who didn’t complete a report on time? When we fall into the pressures of time crunches, we do not give ourselves time to be mindful – of ourselves and others. Constantly reacting to time pressures, we never hone our ability to respond. Think about the times you have reacted versus responded – how has your work or relationship with your team been affected?

Multi-tasking – it’s a skill in almost every job description. According to a study from the Psychonomic Bulletin & Review, only 2.5% of the 200 people studied could multitask effectively without causing detriments to the work. Even without science to back it up, how has a distracted mind impacted your workday? Were you a little on edge? Did all the work get done well? While avoiding multitasking completely is impossible, why does it have to be a standard for every workplace?

What is Time Without Numbers?

Time without numbers is mindfulness.

Albert Einstein, a leader in the numbers game, said, “…the past, present, and the future are real illusions, that they only exist in the present, which is what there is and all there is.” The truth is: we have only ever experienced the present. The past and the future are only thoughts. The present is here.

A present awareness can mean higher quality projects, reports, team synchronicity. A mindfulness study featured in the National Library of Medicine revealed that participants who practiced mindfulness perceived time passing more slowly than the control group. With the perception that time is longer than it is, we can catch silly proofing or computation mistakes and notice when we need a break. Living presently means we are not bound by the limitations of the past or expectations or the future.

Time without numbers is compassion.

Compassion can take on a myriad of shapes and forms. While it may not include full understanding of others’ struggles, it uncovers the openness to uncover what they may need. It allows people to be responsible for getting their work done but gives them help if it’s needed. Compassion allows for flexibility. In a Gartner survey of 10,000 digital workers, 43% of them attributed “work hours flexibility” as their main reason for increased productivity. The flexibility to work how, when, and where can help those with neurodivergence or other needs to do their best.

A New Approach to Time in the Workplace

A balance between numbers and mindful compassion can be struck. Imagine the glorious potential. Team members are mindful of what they need, while compassionate leaders can actively listen and implement solutions to deliver results.

The choice lies in whether we can embrace new perspectives of time in our own lives and workplaces.

Learn more about approaches on mindfulness in the workplace.

Have you heard about Moz’s Brand Authority metric? It was announced last fall at its Mozcon event and it has now been incorporated into its Pro platform as part of its new “Domain Overview” summary section. The section also includes the long-standing Domain Authority and Page Authority metrics that predict the ranking potential of a website or a specific page on a scale of 1-100. Brand Authority is also presented on a 1-100 scale and “shows the value of the brands that Google associates with a domain.”

Wait, what? Let’s try that again.

“Brand Authority™ is a score (1-100) developed by Moz that measures the total strength of a brand.” 

Understand it better now? 

After a deeper review of how Moz explains Brand Authority, DBE has settled on this explanation – Brand Authority is an algorithmic determination of a brand’s salience online in terms of search intent, search volume, and visibility. 

Regardless of how it is defined, it now can be used as a competitive metric where a brand with a higher Brand Authority score is deemed to have more online “authority” than brands with lower scores.

Okay, let’s start connecting some dots.

“Authority” is the A in Google’s EEAT cornerstone for generating the relevant, quality SEO content that influences rankings on traditional search engine results pages.

Search engine rankings results are one of the factors mentioned by both Google SGE and Bing Copilot as influencing what brands they cite with links in response to prompts in their AI platforms. Plus these AI search chatbots also mention LinkedIn as another online “authority” source they value.

So there you have it – the outline of a strategy map from Brand Authority to Search AI Optimization (SAIO). As always, the ability to deliver results success lies in the details of the implementation.

When we launched DBE’s Search Artificial Intelligence Optimization (SAIO) strategy for generating link citations in answers to questions asked of conversational search AI chatbots like Bing Copilot and Google SGE, we showed this iceberg image to help distinguish the similarities and differences between traditional SEO tactics and the new SAIO tactics:

Through our weekly What’s Hot Wednesday newsletters, we’ve had the opportunity to donate to so many powerful causes. If you’re looking for more ways to “do good” in your life, check out these 41 upstanding causes… 💖

Between demanding bosses, long hours, and heavy workloads, it is no surprise so many individuals feel stressed and overwhelmed by their jobs. According to the American Psychological Association (APA), almost 3 in 5 employees reported lack of interest, motivation, or energy due to work-related stress. Many people discount this stress as an accepted part of life, not realizing that they may be suffering from burnout. The physical traits of burnout are broad, similar to stress and other ailments. Common symptoms may include headaches, stomach discomfort, fatigue, changes in appetite, and little to no sleep. Emotional symptoms may involve a lack of motivation, feeling detached, and a sense of helplessness. In this blog, we will go over various causes of burnout and talk about solutions to overcome it.

Signs and Symptoms of Burnout

Stress and burnout have numerous similarities, but it’s important to distinguish between the two. Stress primarily affects the body physically, whereas burnout is more emotionally driven. It’s important to note that stress can lead to burnout. Over-engagement can give rise to stress, which, if left unchecked, can evolve into disengagement, resulting in burnout. Difficulty starting your workday and maintaining focus, or constantly saying “I don’t want to work today, “can be early signs of burnout. Similarly, if you find yourself struggling to start tasks or consistently lacking concentration, these could also be signs of burnout.

Changes in sleep patterns and low energy levels are also signs to look out for. While occasional fatigue is normal, chronic exhaustion throughout the day may be a sign of burnout. Unexplained physical symptoms such as headaches and stomach issues can be triggered by workplace stress, potentially leading to burnout.

Causes of Burnout

Burnout can be attributed to several job-related factors, including a lack of control. When faced with an overwhelming workload and unrealistic deadlines, your energy can quickly be used up. A chaotic work environment and a lack of recognition for your efforts can be equally draining and make you lose motivation. Additionally, a major contributor to burnout is an unhealthy work-life balance. A balance between work and personal life is essential for your overall well-being. A healthy work-life balance can enhance productivity, reduce the likelihood of falling ill, and improve time management.

How to Overcome & Prevent Burnout

The first step in overcoming burnout is acknowledging that solutions exist for these problems. Many of these solutions resemble those for managing stress:

• Engaging in relaxing hobbies or activities away from work.
• Seeking support from colleagues, friends, or family members.
• Prioritizing sufficient sleep and regular exercise is crucial, though it may not be easy to initiate such changes.

Think of it as a lifestyle adjustment rather than a quick fix.

Start small by taking short walks, eliminating unhealthy food choices such as soda (something small but easy), and gradually adjusting your bedtime. Reducing screen time, especially before sleep, can also help in creating a healthier routine.

Engaging in hobbies and activities that provide separation from work is a key strategy. It’s essential to carve out dedicated personal time. This separation can significantly reduce stress levels and, in turn, mitigate burnout.

Seeking social support is another effective means of preventing burnout. Talking about your issues can be surprisingly helpful. Having these conversations/outlets helps you gain perspective (especially when you hear yourself speaking out loud) and may even lead to solutions right away.

It’s helpful to discuss concerns with your coworkers because they more than likely have experienced what you’re going through at some point. However, it’s important to choose someone you can trust and remain professional.

At DBE, we are proactive about preventing burnout. Below are some of the ways we do that–maybe these can work for your team too:

• Flexible 9-5 – Our team generally starts and ends around 9am-5pm ET. Employees can start a little earlier or later depending on the day.
• Quick Errands – Appointments don’t count against PTO, as long as the time is made up.
• Breaks – Our CEO, Niki Fielding, encourages employees to take lunch and walking breaks.
• 3 o’clock Fridays – We started 3 o’clock Fridays one summer and never changed back. As long as your work is finished, you can head off to enjoy the weekend a little early.
• Zoomraderies – These are our weekly teambuilders – they range from guessing each other’s favorite hobby to cookie decorating. Learn more about these wonderfully fun ventures here.
• Birthdays Off – This is our favorite way to show appreciation to team members.
• Wellness Reimbursements – We use this to allow and encourage team members to stay active and healthy. It’s separate from our health insurance plan and each of us gets up to $500 per year reimbursed for activities that get us moving. Pool membership, new bike, tennis lessons–they are all reimbursable.
• Weekly Touch Bases with your Manager – This helps to make sure all team members get the opportunity to be heard and acknowledged. Here, you can have honest conversations about workload and any factors that may be affecting you

Why Are We Sharing?

We are sharing because it’s not only important for yourself to understand signs and symptoms of burnout, but it’s also important that you understand it for your colleagues. If you’re able to see the early signs of burnout that a coworker may be experiencing, you can find ways to help them reduce the factors causing them stress.

Avoiding burnout in the workplace keeps productivity high, fatigue low, improves communication and flow, reduces turnover, and generally makes for happier, healthier employees.

More Sources on Burnout

https://www.midwestern.edu/Documents-/Counseling%20Services/What%20is%20burnout.pdf

https://www.mayoclinic.org/healthy-lifestyle/adult-health/in-depth/burnout/art-20046642

https://www.darlingdowns.health.qld.gov.au/about-us/our-stories/feature-articles/signs-you-might-be-experiencing-a-burnout-and-how-to-regain-balance-in-your-life

https://www.apa.org/monitor/2022/01/special-burnout-stress

As part of our ongoing “human” learning process on conversational AI searches, we’ve been talking with the chatbots themselves about their “machine learning” processes. Today we’re sharing a recent Q&A session with Google’s Bard that started with this simple question: