From leaders to frontline staff, everyone needs to share their learning experiences
Like many people, I have a growing fascination and love for AI. I’ve been experimenting with it at work and it’s changed the way I do things. AI tools have been a godsend for getting things done quickly, freeing up time for more important work.
Many organizations are wary of using AI, especially public systems like Chat GPT, for fear of data breaches and other challenges. These are real risks that individuals must deal with wisely. However, AI is not going away, and the individuals and organizations that are the earliest to incorporate it into their daily work will gain an edge in areas such as innovation that will become increasingly important in the future.
AI and the future of work
During my recent visit to Stanford University, I spoke with Professor Arvind Karunakaran. The professor shared a recent paper that calculated how exposed various jobs and occupations are to automation by his AI. Jobs previously thought to be immune to AI, such as creative professions, copywriters and graphic designers, are in fact one of the most likely to be at risk.
Job cuts announced by organizations such as German media giant Axel Springer have shocked the industry. The company professed that AI would lead to immediate layoffs and transform employment.
Professor Karunakaran pointed out that even roles requiring domain-specific knowledge would be affected by at least 50%. This means that half of human time will be saved by AI, freeing up that time for more important things.
AI may enable some organizations to operate with fewer people, but the real promise of AI is to make people more efficient and productive by removing the mundane aspects of many jobs. to raise it. Leaders need to make their employees more curious and open to the benefits of AI to stay competitive.
In its 2023 Work Trends Index annual report titled Will AI Work? said. This suggests that organizations will need AI to create entirely new ways of working. I believe this is an unavoidable truth and leaders must act now.
The increasing use of data, information and always-on communications, and organizations looking to improve productivity amidst global ambiguity and uncertainty, mean business as usual will one day fall apart.
This pressure is sapping creativity. What Microsoft admirably calls “digital debt,” a distraction from what we really need to do: data, emails, meetings, notifications, etc. that we all feel pressure to deal with. tools are needed to reduce
A Microsoft survey found that 64% of people feel they don’t have the time and energy to do their job. Organizations struggle with innovation and strategic thinking to generate breakthrough ideas. AI is essential to break this vicious circle.
Like most leaders, I am interested in AI at work, but I am far from an expert. I know that my organization cannot leave this to chance. It was slow and haphazard at first, but we can’t give up because we need to create a new way of working in our organization.
My subordinates may be nervous, afraid of making mistakes, and some may not be early adopters (this is not a generational issue). I must encourage them to create new organizational knowledge and even culture. It is my responsibility to provide the right environment.
Below are some ideas I’ve used, ideas used by top adopters, and even some recommendations from AI. Remember the goal is to be better and faster.
We provide some initial rules, examples, and guidance. Suggest to employees what tools they can try and use, what they can and cannot use the tool for, and offer examples and peer coaching from those who have already done it successfully. Let students know what work is “off-limits,” but don’t trigger blanket bans.
Establish a community of practices and sharing channels. No organization can reach expert level overnight. The answer is he can’t be a one-time workout. Build learning (and sharing) opportunities into your workflow. Give those who are doing the most interesting things with AI the responsibility to share with others. Make each other feel comfortable asking for advice.
Make a slow but intentional plan. As I said above, we are all starting haphazardly learning what is possible and what the opportunities are. Start with free tools before investing in resources. But I believe leaders need to deliberately choose their champions and pilot programs, otherwise they will not be able to realize their vision.
Communicate expectations and benefits. Like any change, if you don’t keep talking about it consistently, nothing will get done. Learn about the benefits of AI and its potential impact on individuals and organizations. Highlight how AI can improve productivity, automate repetitive tasks, provide valuable insights, and create new opportunities.
Lead by example. Leaders need to share and demonstrate how they are using and evaluating AI. Explain how AI tools and solutions can be incorporated into business processes, share best practices, and highlight positive outcomes achieved.
According to Microsoft, business leaders are twice as likely to choose “increase employee productivity” over “reduce workforce.” Leaders must understand the disruptive potential of AI and develop new talent and human skills that can use their spare time to do better for their businesses.
Arinya Talerngsri is Chief Competent Officer, Managing Director and Founder of SEAC, a lifelong learning center in Southeast Asia. She is fascinated by her challenge to transform education for all in order to bring a better future to Thai people and people around the world. Please contact her at arinya_t@seasiacenter.com or https://www.linkedin.com/in/arinya-talerngsri-53b81aa for her email address.
