AI Implementation and the Organizational Impact

Artificial Intelligence Meets Human Intelligence

The future of work is changing, and organizations must ensure that they are ahead of the change to prepare and support the workforce during the transitional period. We are now in the new information technology era. Artificial intelligence (AI) is the new way of working and we must all quickly adapt or be left behind and be obsolete. In as much as infusing AI with our day-to-day work may seem challenging and terrifying for some of us, it is also very exciting to see history in the making and see transition in action.  It also forces us to think outside the box regarding all the possibilities in terms of how we can change the way we currently work to be more effective, efficient, by automating all the daily tedious repetitive tasks so that we can get to the more interesting and rewarding parts of our jobs. This will enable us to be more strategic in our thinking, innovative and creative as we find better ways of streamlining tasks as opposed to focusing on the mundane. Now, this is something we can all sink our teeth into. As some jobs become adjusted because of AI, it also challenges us to look at what we need to unlearn, assess our gaps in terms of skills and head on back to the classroom to upskill ourselves.

According to a recent study conducted by Deloitte, the implementation of Artificial Intelligence in the organization can have the following five top benefits: enhancing current product, optimizing internal operations, optimizing external operations, liberating workers to be more creative and helping leaders make better decisions. As a start, the organization will need to review its organizational strategy to ensure that it aligns with the implementation of AI. Then it will have to review if it has the required skills to deliver on its business objectives with the changes brought on by AI. As such, this will require organizations to invest in the growth and development of its employees to ensure that they have the required skills to make the transition as their roles and jobs change within the organization. Importantly, organizations must also ensure that they have the right fit for purpose leadership and management teams to effect the required change. In the same way that the organization invests in the upskilling and reskilling of its employees, it will also have to do the same for its leadership and management team who will be leading and managing the organizational change.

A collaboration between the Executive Team, Human Resources, Learning and Development, as well as Line Management while engaging with employees will be essential in ensuring that current roles are reviewed to identify roles that will be impacted as they may be modified or no longer exist in the organization, as well as which new roles will be created.  Employees whose roles may be modified or cease to exist, the organization can start the process of putting together Personal Development Plans (PDP) for employees in those roles to identify alternative career paths. Newly created roles will also provide opportunities for employees to be developed for growth and advancement for the organization to be able to retain its top and high potential talent. This is only the first phase of the change process.

The benefits of AI adoption in organizations in terms of operational efficiencies, data driven decision-making, increased productivity, enhanced customer experience have been well documented. However, research has also shown that there is still a lack of clarity on how organizations can effectively adopt and implement AI. Additionally, employees have demonstrated to be more ready than the leadership team to start embracing AI and are using it both personally and professionally. Many employees, especially the millennials have demonstrated a higher usage of AI compared to Generation X and Baby Boomers.

Research has also shown that only two (2) percent of organizations are ready for the AI adaptation, which includes all processes, systems, culture, tools, ways of working, talent development and incorporating AI in its daily operations and routines. Therefore, this means it is going to be a much longer implementation journey with an even longer organizational impact. It is going to require a well-crafted and organizationally consulted change management plan to ensure that all stakeholders to the change are engaged and brought along on the transformational journey.

Some questions to ponder include the following:

1.        What are some of the low hanging fruit that organizations can start focusing on in preparation for the impending change to slowly ease into the AI transition?

2.        As a leader, how are you preparing your leadership team to start thinking about the impact that AI will have in your organization in how you do business, engage with your clients and manage your teams?

3.        As an employee, what are you doing to prepare yourself for the AI impact in your organization?