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An office block in London. — Image by © Tim Sandle
Those who utilize AI for work will slowly outpace those who do not. The essential process concerns the integration of humans with machines. If business leaders want to prepare for success in the AI era, then they need to concentrate foremost on the human element of the equation.
This is the advice of Joe Hart, who is the President & Chief Executive Officer of Dale Carnegie, a global training and development company with operations in over 75 countries. Hart is additionally author of the Wall Street Journal Best-Selling book, “Take Command: Find Your Inner Strength, Build Enduring Relationships, and Live the Life You Want.”
In a related article Hart outlined the ‘key truths about AI that every leader must know’, and heed, in order to help ensure successful AI and machine learning adoption in the workplace. Here Hart continues his analysis to propose solutions to address the main challenges for AI adoption.
Learning is important. Hart says that it is essential to recognize that the challenges surrounding AI implementation are not insurmountable. Instead, they serve as valuable lessons for leaders and organizations to refine their strategies and better prepare for the AI-driven future.
This means adopting a more informed and holistic employee engagement approach. Through this, Hart indicates, leaders can unlock AI’s true potential and pave the way for a more productive and innovative workplace.
As to what this might entail, Hart proposes:
Personalized Learning
Hart notes: “AI systems can create personalized learning experiences for each employee based on their needs, preferences, and learning style. This helps increase engagement and retention of the information, making the learning more effective.”
Adaptive Learning
Hart foresees: “Programs for employee training may have options to adapt a worker’s training on the spur of the moment. Dynamic and complex systems can adjust the difficulty, change up the sequencing of content, and keep employees learning at a steady pace.”
Skill/Knowledge Gaps
Hart advises: “AI programs can easily use simulations, automated grading, and adaptive questioning to test employees’ knowledge and proficiency at their work tasks and suggest customized learning solutions to help fill gaps.”
Content Curation
Hart thinks: “When it comes to knowing what to study, AI programs can help curate content for workers for their particular needs. These algorithms can sift through thousands of articles and web pages to suggest only the most up-to-date and relevant sources for continued learning.”
Virtual Assistance
Hart recommends: “Workers learning and developing skills through AI programs might run into problems or questions. Other AI coaching can supply answers by way of automated chatbots or virtual assistants.”
Data Analytics
When it comes to data, Hart puts forwards: “AI programs are great for processing data—large quantities of it. When you look at the data from L&D activities, you can see where employee performance or knowledge is lacking the most. You can also see learning patterns and judge the effectiveness of the training.”
Based on the above, Hart thinks “Managers and learning and development professionals can build strong partnerships between humans and new AI technology by focusing on three key areas of development for employees: fostering resilience in the face of change, building an agile workforce, and recognizing and rewarding emotional intelligence.”
He adds that: “Fostering resilience means overcoming obstacles, hardships, and failures that inevitably come with change. Recognizing and rewarding emotional intelligence means finding and training potential leaders and putting them in empowered positions to manage others. There are many benefits of artificial intelligence in learning and development—if you know how to harness them.”
Hart’s final words of wisdom are: “It is indisputably true that how AI will change the world depends on how we as humans approach it. AI is meant to be a tool for human use, not a replacement for ingenuity, creativity, or rationalization. As such, humans need to remain relevant to the workplace because they aren’t going anywhere. Increasing employees’ soft skills and integrating them with AI technology can mean maximizing beneficial results.”
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