The Adobe Max conference is in full swing, and for all the spellbinding innovations on show, generative AI has handily stolen the limelight. The announcement of Adobe’s Firefly Vector Models (the talk of the virtual town) is being billed as the world’s first AI model dedicated to producing vector graphics, and it’s a game changer.
Has the launch of Adobe’s long-awaited upgrade refuelled job replacement fears, or is it being warmly welcomed as a valuable companion for creative talent around the world?
Whatever the future has in store, it’s clear that generative AI represents unprecedented industry disruption, and not just in the tech space.
Tomorrow’s decision-makers will need to know how best to navigate generative AI’s impact on their workforce – maintaining organisational agility, competitiveness, and a growth-enabled culture depend on it.
How can leadership unify a people-centric culture and an influx of AI-enabled tech tools?
Lead with Empathy
Role replacement fears are not wholly unfounded. The BBC reported that an estimated 300 million jobs will be replaced by AI in the future, a particularly effecting figure for those who feel like their livelihoods are at risk. Naturally, some roles are more susceptible than others.
Even if tech adoption is not brought on as a replacement, a poorly implemented transition and a lack of support can force people out of their roles, alienate teams and slow down processes.
Leaders must make themselves aware of these concerns if they hope to grow an inclusive culture. Prioritising empathy and transparency when communicating updates to the wider business is essential, and implementation roadmaps are crucial tools for maintaining transparency (a key to effectively managing ethical concerns).
Ultimately, any systemic transformation benefits from open and honest communication – empathic leaders are equipped to navigate these conversations in a way that accounts for their workforce’s concerns. Plus, a culture built on empathy can increase workforce resilience, enhancing the buy-in for new tools and processes.
Supply the Means
No matter how advanced the tool, you’ll still need human input to utilise it. AI is an expansive field occupied by countless disciplines, making skill gaps a prominent (and perpetual) problem that needs navigating.
Closing these skill gaps in an AI-driven future isn’t always solved by a recruitment drive, especially when the tech you’re working with rests at the leading edge of discovery. Many of the skill sets needed don’t yet exist, and if they do, they’re in the clutches of some truly intense demand.
Turning instead to upskilling, shifting your focus to hire for coachability, or looping in the skills of a specialised AI and Blockchain recruiter could be the answer.
If you’re hoping to enrich your AI-enabled workforce, it’s worth asking yourself:
Are my people equipped with the right training and confidence needed to successfully work alongside our systems?
Does my working environment create room for professional development opportunities?
What am I doing to ensure psychological safety during a period of major change and transformation?
Is my recruitment process attracting and retaining people who share the company values?
These are just a few questions from the very long list, all questions that a reliable recruiter can help you with. DeepRec.ai is that specialist recruiter. We’ve taken the community-led approach to AI and blockchain recruitment, and it’s enabled us to connect top tech talent with the innovators (and environments) that let them thrive.
.png)
.png)