DEI x AI
DEI x AI – THIS CHANGES EVERYTHING AND THE FUTURE IS BRIGHT.
What is AI Leadership?
The relation between AI and forward-thinking leadership is one of interdependency and reciprocal support. The successful use of AI requires leaders who can devise a strategy with clearly defined tactical steps to successfully bring organizations to the next stage, moving away from bureaucratic models to more nimble and agile forms of collaboration.
This is really important because when you talk about human-robot or human-AI teamwork this is where things like trust and credibility and a sense of alliance and all these things actually derive from.
AI Human Support
When we look at these trends over time, the challenge we face is that the demand of people requiring these kind of personalized social-emotional support services going up and up over time at a much faster rate that we can actually train human professionals. So we have this kind of situation happening in health care, in emotional wellness, in education.
AI + Human Relationship
It essentially unlocks our human potential. The more you can holistically support a person not just cognitively, but socially and emotionally , the more deeply we, as human beings, invest in that interaction. And not surprisingly, when we do that, the more successful we are. This new kind of relationship, with intelligent machines is going to become even more important, and the future is now.
What are Nimble Organizations?
Nimble organizations leverage the power of the many, where leadership skills are developed at every level of the organization. Contrary to some dystopian picture of the future, humans are expected to remain very much at the center of the action. To understand the impact of digital transformation, envision new business models, and architect an agile organization, leaders need to balance four capabilities:
The relationship between artificial intelligence and human intelligence is an ongoing journey that has just begun.
Building and Leading an Innovation Engine
To effectively lead in this environment, leaders need to think about creating a system of innovation. What this means is creating an organization that consistently creates new products, new processes, new ways of organizing, and new business models. What leaders will have to do to get to this innovation engine, as it were, is to consider giving people more autonomy; so they can invent, so they can innovate. Reach out to the larger ecosystem.
Development of X-Teams
you will need to be the designer of X-Teams. X-Teams is a particular form of team that’s very flexible and nimble. It enables the members of the team to reach out, to do the sense-making that they need to do, to understand environmental change, to align up the organization with the strategy makers.
Collaboration & Communication
Is paramount. coordinate across the full scope of the project in order to make sure that all of the people who are working on it are working in a coordinated fashion.
Why Do We Need Diversity, Engagement, External Ecosystem Mindset and AI tech adoption?
The last 20 years has allowed status quo to be the fat cat. Facts and data don’t lie. For all the hyper speed tech innovation, employee engagement has stayed consistently poor, the # 1 reason employees leave isn’t money, its bad managers, society fears advanced tech and Women and People of Color have barely made a dent in moving up in the modern world. These systemic organizational habits must come to an end – and are highly suppressive to productivity and profits.
Employee Engagement * Women & People of Color * Artificial & External Intelligence
With Developmental Diversity, and AI technology adoption, organizations will usher in a total reframing and culture re-think. The creative collaborative Learning Organization is in vogue.
Collective & Extended intelligence – Nimble organizations support individuals and groups in their efforts to use data, transform it into information to generate new knowledge that will help them make sense of the environment, and build a shared vision, inventing and connecting across boundaries. Leaders of agile organizations believe in the power of Collective Intelligence (CI) and using DEI to further advance CI. Now that we move toward using more AI, the machine cognition inherent in AI can replace and replicate some human tasks quickly, effectively, and at great scale and therefore AI may be viewed as a cognitive extender, that is, extend and enhance human capabilities and intelligence by providing data and insights for fast and continuous decision making.
Sensemaking, a term coined by organizational psychologist Karl Weick, means exactly what it says: making sense of the world around you. It involves translating a soup of data, information, changing trends, and experiences into a map or model of what is going on. What are the relevant issues and trends that relate to your situation? Who has encountered a situation or problem like this before, and what can you learn from it as you formulate your own plans?
Sensemaking sounds simple, but it is mentally challenging and often lonely work that requires courage to stretch yourself and others out of familiar ways of thinking and acting in order to meet the world anew. Because sensemaking is so critical for leadership, but is not well-understood or emphasized, we will spend a little extra time on it here.
Relating, like sensemaking, is a leadership capability that until recently did not receive as much attention as the more traditional concept of leaders as visionaries and inventors. But today’s flatter, networked organizations press leaders to build trust, influence other people, and engage in two-way dialogue rather than giving orders and demanding compliance.
Relational leaders do this through a balance of inquiry—listening with a genuine intent to understand—and advocacy—stating opinions and explaining the reasoning behind them without aggression or defensiveness (Ancona et al., 2007; Argyris & Schön, 1995). This process is not free from conflict; healthy debate is necessary for good decision-making. Relational leaders blend inquiry and advocacy to keep dialogues respectful and focused toward a common goal, while also welcoming tough questions and divergent opinions.
Visioning involves generating an inspiring picture of a future state, one that gives people a sense of meaning about what they are doing. Visioning is, in essence, about telling a good story that opens people’s hearts and minds to new possibilities.
Elon Musk is perhaps one of the best modern-day business storytellers and visionaries. The mission of his company, Tesla Motors, is to “accelerate the world’s transition to sustainable transport.” The company revolutionized the electric car industry and rebranded its stodgy image with the first Tesla product: an ultra-fast sports car with a sleek design and a 200+ mile-per-hour range, which was unheard-of at the time.
Inventing is like the familiar business concept of execution, but with an added splash of creativity to develop new structures and cultures for organizing work and producing outputs. The early Ford assembly line and the famed Toyota Production System (TPS) both executed the manufacturing of cars, but Toyota’s approach was a radical departure from Ford’s assembly line method.
The TPS integrated new physical systems for controlling quality and production speed, such as “kanban” signs; new cultures of democratic teamwork and psychological safety (Edmondson, 1999; Nembhard & Edmondson, 2011); and new processes such as training workers in kaizen—or continuous improvement methods. The result: substantially higher quality and lower rates of problems experienced by Toyota customers, according to J. D. Power and Associates studies done at the time.
Welcome to the journey! The new era of Diversity-centric, AI-technology adoption and enthusiasm will unlock collaborative teams capable of delivering ideation, innovation, progress and productivity that finally rewrites the Pareto Principle!
When you integrate DEI x AI & Self-Motivated Engagement you get Employee Experience Supercharged.
This is Talent Acquisition, Talent OD and Talent Retention, this is next level and every Board/CEO/CHRO’s dream!