Embracing AI and “the Age of With”
“We know the potential for AI to improve our workflow is enormous. So, I’m just trying to get the team to think about how they could begin integrating its use into our current practices.”
This was the sentiment shared by a recent client, and it’s not a new one.
The opportunity for AI to reduce or remove repetitive, manual, laborious computing tasks in workplaces is huge. And that is just the beginning. As data gets more reliable and algorithm expertise grows, organisations will get smarter at letting go of time-consuming analysis and problem-solving – letting AI do the heavy lifting.
However, we know from change theory that taking that first step is always the hardest.
Only 34% of change initiatives succeed, with many organisations shown to be effective in planning for process change but failing in planning for people impacts. The most common barriers to transformation are underestimating operating model changes and employee resistance.
The challenge will be in steering your people towards the opportunities that AI offers
With statistics like these, how do you get your people - who are not currently trained in the application of AI and who are not familiar with the breadth and scope of the opportunity – to imagine new ways to bring AI into the workplace, and potentially ‘take over’ their jobs?
We like to make things simple, so we’ve created this stepped out approach to assessing and implementing AI in your organisation.
1. Ensure the fundamentals are in place to support innovation
Do you have a culture of innovation, safety to fail, opportunities to collaborate outside of siloed departments? These are some of the characteristics of an innovative organisation.
A high performing organisation that is equipped to introduce new technology, such as AI, will ensure they have built a workplace where their people feel safe and supported. This includes a deep purposeful strategy that people can connect to, systems that enable people to do their best work, operating rhythms that are fair, inclusive and logical, and leadership that support people to perform.
Your organisation might not have every box ticked, but it’s critical that you have many of these fundamental characteristics to support your people to succeed.
2. Give your people space to innovate
At an individual level, do your people have time to dream, re-imagine and get creative? It’s not easy to come up with new ideas when your brain is constantly flooded with current and emerging challenges and mission-critical tasks.
Space could be interpreted in different ways, depending on your organisation. Some ideas could include:
- A special day or week in the calendar set aside for thinking or creating
- A collaborative cross-disciplinary group or session for ideation
- An event that challenges individuals to think differently
As a leader, it is your job to create this space for your people: to show them that it is ok to take time out to think and dream; and to model how to prioritise time for future-work, not just day-to-day operations.
3. Build capability and generate buzz
Resistance to change can usually fit into one or more of the following themes:
- lack of awareness, knowledge and/or understanding
- fear of the unknown
- changes in job role
- lack of support from or trust in the organisation and its leaders
- exclusion from information gathering and decision-making
Combat these themes early, by educating your people in the benefits of AI well before you begin making changes to their work. Share case-studies of practical implementation in other like-industries. Facilitate a discussion at a team level to hear and debate the concerns of AI, creating a safe space for people to share their feelings and to support one another as they navigate the unknown. Early engagement can help leaders understand their people’s concerns and work towards generating support for AI, that will be essential for adoption.
Once your people are educated in the opportunities of AI (that is, what AI can do – automation of repetitive tasks, analysing big data for insights, enhancing customer experiences, improving operational efficiency and accuracy), it will be easier for your team to identify where AI can have the most significant impact.
4. Look for small wins
Have your people identify suitable use-cases, where AI can bring value to your organisation. Start by assessing tasks or processes that are time-consuming, manual, or prone to errors. Consider tasks or processes that can be tightly defined, measurable and relevant. For example: responding to customer enquiries, managing returns and exchanges, analysing customer data or even writing first-draft procedures and policies.
This might be best achieved in a facilitated group setting, where ideation is the goal and people are encouraged to get creative.
With your newly generated smorgasbord of ideas, have your people rank them from easiest to hardest to implement. Then create a project plan for testing the easiest idea. Small, quick wins are a powerful motivator, and once they’ve kicked their first goal, they will be encouraged to continue on the AI journey.
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We work with leaders to get the best from their teams.
If you want to chat about how we could help you with an ideation party, driving an innovative culture or building greater psychological safety get in touch today.