In this episode of Develop This!, host Dennis Fraise sits down with Bruce Takefman, Founder and CEO of Research FDI, to explore how technology, AI, and global trends are reshaping the future of investment attraction.

Bruce shares his personal journey and lessons learned from years of helping communities and economic development organizations (EDOs) compete in a rapidly evolving global marketplace. From AI-powered tools like FDI 365 to training programs that strengthen EDO outreach, Bruce highlights the strategies that separate high-performing organizations from the rest.

Listeners will gain insights into:

• Why a clear investment attraction plan is essential for success
• How smaller communities can leverage their unique assets
• The growing role of AI and data analytics in investment outreach
• How to measure success beyond leads—through site visits and job creation
• The importance of diversity, inclusion, and global perspective in building competitive teams

Whether you're leading a regional partnership or managing a local EDO, this conversation delivers actionable takeaways to elevate your investment attraction efforts and prepare for what's next.

🔑 Key Takeaways

• Investment attraction starts with a strategic, community-aligned plan
• Technology and AI are transforming how EDOs identify and pursue opportunities
• Smaller communities can win by focusing on their distinctive strengths
• Research FDI equips EDOs with tools, training, and insights to compete globally
• FDI 365 helps streamline lead management and relationship tracking
• Diversity and inclusion drive innovation and strengthen global competitiveness
• True success in economic development is measured by site visits and job creation, not just leads

Contact Research FDI for a free consultation: info@researchfdi.com

💡 Episode Summary

In the final installment of the Develop This! AI series, host Dennis Fraise is joined by Ashley Canada and Eric Canada for an in-depth conversation on developing a comprehensive AI strategy framework for organizations of all sizes.

Together, they unpack the critical need for guardrails that ensure ethical and effective AI use, the importance of human oversight, and the dangers of shadow AI—when employees use unapproved tools without governance.

The discussion highlights data privacy, ethical AI boundaries, and organizational alignment, providing leaders with a practical blueprint for implementing lightweight AI governance. Whether you're leading a small team or managing a large organization, this episode offers real-world insights to help you balance innovation, compliance, and trust.

🚀 Key Takeaways

• Every organization—no matter its size—needs clear AI guardrails.
• Guardrails ensure AI adoption remains safe, ethical, and effective.
• Human oversight is vital to verify AI-generated results.
• Establish policies that discourage shadow AI and unauthorized tool use.
• Team involvement in AI policy development fosters buy-in and accountability.
• 80% of AI tools are failing due to improper implementation.
• Always check references and sources when using AI for research.
• Protect your organization by prioritizing data privacy and IP security.
• Set clear ethical boundaries for AI-generated content.
• A well-defined AI strategy drives innovation aligned with organizational goals.

💡 Episode Summary

In this episode of Develop This!, host Dennis Fraise sits down with Mark Perna, a national thought leader on workforce, education, and generational engagement, for a deep dive into one of the most damaging forces in any organization—toxic leadership.

Together, Dennis and Mark unpack the growing disengagement crisis in today's workforce and explore the concept of the "Toxaboss"—a leader who demands high performance but fails to offer recognition or connection. They discuss how toxic behaviors erode trust, destroy morale, and ripple through entire organizations, especially within community and economic development teams.

Mark shares actionable strategies for reversing toxicity through self-reflection, gratitude, and consistent recognition—even when leaders can't control pay or promotions. The conversation wraps with insights into generational expectations and a powerful reminder that leading people is both a privilege and a responsibility.

🧭 Key Takeaways

• Toxic bosses are a major driver of employee disengagement.
• Recognition is the foundation of a healthy leadership culture.
• Leaders must invest in trust, connection, and consistency.
• Self-reflection is essential to prevent becoming a "Toxaboss."
• Toxicity at the top spreads quickly—and costs deeply.
• Employees who feel seen and appreciated are far more engaged.
• Even without control over pay, leaders can influence culture.
• Gratitude and recognition are power multipliers in leadership.
• Building a recognition culture enhances performance and retention.
• Leadership is a privilege, not a position of entitlement.