Sooner or later artificial intelligence (AI) will become part of our working world. The key question is what areas it will affect. AI can solve, control, and analyze definable problems. In the long term, managers whose positions are based on these skills could become superfluous. Leadership, in contrast, cannot be automated. Employees whose work is not limited solely to management and administration will continue to be irreplaceable in the future. Because AI cannot handle unpredictability. So how should managers respond to this challenge?
“Future leadership” will no longer be based on fixed solutions or rigid schemes and structures. Instead the focus will be on increasing the volume of work and density of relationships within teams; improving communications in specific areas; and channeling knowledge and ideas. In addition to this, managers will be responsible for putting the right people in the right jobs and giving them tasks that are a perfect match.
Let’s assume that employees who have been with a company for 15 or 20 years are tasked with accompanying this process. They can often find it difficult to implement the change from performing tasks to autonomous, creative work. So it is important to prepare staff to handle this transformation. Asking the following questions can help with this:
• Are my people skills focused on promoting employees’ responsibility, independence, and self-initiative?
• Can I invite others to work with me to develop ideas?
• Can I motivate them to keep going despite setbacks?
• Can I inspire them to surpass themselves?
• Can I inspire them to think the impossible?
Many of us will answer these questions with a “No”. Managers can, however, change this by participating in training courses, thus ensuring that they are equipped to survive in the digital world of the future.