Skills for the Age of AI

This image was partially created by an AI Art Generator. Read more about the ethics of AI art here.

Early this year OpenAI released ChatGPT, an AI tool that can write, code and script at the click of a button. The result online has been explosive, with posts ranging from anxious pessimism – AI is the next threat to take jobs away from people, and lead to extreme socioeconomic crises –  to hopeful optimism – AI is going to unchain us from the menial tasks that should have been automated a decade ago, and free us up to do more meaningful and high value work.

If we were to draw a bit of wisdom from history, then the truth probably pulls in both extremes. Technology can lead to a surge in new skills that people develop, enabling us to draw the most value from that technology. However, humans historically have not been very successful in smoothing the disruption, displacement and harm that technological innovation can cause to people and cultures.

Electricity, for example, was a technological innovation that led to the internal combustion engine, the telephone, radio, cars and planes; the list goes on. On one hand, we learned how to communicate better, produce more efficiently, and run organisations with larger teams of people who were increasingly specialised in their skillset. On the other hand, we also experienced mass displacement from farms to cities, a surge in pollution and environmental damage, and gruelling inequality for labourers forced to work hours set by the clock and not the sun.

How is AI changing the workplace?

AI could displace 85 million jobs by 2025 (and create even more), with the potential for AI like ChatGPT to replace copywriters, DALL-E to replace graphic designers, or AI chat bots to replace entire teams of call centre agents. Considering the vast inequalities that have usually accompanied the mass deployment of transformative (or disruptive) technologies, AI in the workplace presents a critical juncture for learning and development professionals who are responsible for people’s experiences and career development at work.

Our responsibilities include ensuring people are growing in our organisations, thriving in their roles, and adding value to the business. Our decisions can smoothen (or intensify) the disruption caused by AI for people in our businesses and beyond.

How can we do good by our responsibilities to our people and our business through the disruptions and opportunities caused by AI? By focusing on skills. Specifically, ask yourself three questions:

Question 1

What skills does my business need to navigate the upcoming AI disruption?

• AI will disrupt industries. It will take over jobs and create (many more) jobs. How we work might well change significantly: Research by Gartner found that replacing human agents with AI chatbots could save industries up to $80bn in labour costs per year by 2026.
• There are technical skills your business needs to navigate and even capitalise on this disruption, from baseline skills like digital fluency to specialist technical skills like machine learning. Be clear on what these are and where your gaps sit. Skills are transforming quickly in today’s fast-changing world, so consistently audit the skills you offer your people, from early talent up to senior executives.
• Invest in the skills that are not (yet) within the purview of AI, like creativity and emotional intelligence.
• Importantly, overinvest in the skills that help your people work most effectively with AI, like Partnering with AI, Critical Thinking & Bias, Learning & Unlearning, Moving from Data to Decisions, and Mastering Change. More on these here.

Question 2

What skills do my people need in a world increasingly reliant on AI?

• Uncertainty around change can have a significant impact on engagement and productivity. We’ve seen this evidenced through the disruption that the pandemic caused our workplaces: 60% of people are emotionally detached from work, 66% aren’t thriving in their overall wellbeing, and 65% of people are re-evaluating the meaning of work.
• Given the accelerating pace of digital transformation and uncertainty we’re seeing in the workplace, it’s unsurprising that Resilience and Digital Literacy topped the list of skills that L&D leaders are prioritising according to LinkedIn’s Workplace Learning Report
• Consider providing your people the tools and skillsets to help navigate change, such as Wellbeing, Focus and Flow, Experimental Mindset, Hope as a Discipline.
• Rethink, too, how you are supporting your people. Research by McKinsey found that 89% of employees believe psychological safety at work is essential. Is your wellbeing offering equipped to protect your people from what’s to come? If not, consider how you might better foster psychological safety in your teams.

Question 3

How can skills make me an employer of choice in an AI-dominated job market?

• If AI does deliver on the anticipated disruption, it might well lead to big shifts in the labour market, where individuals may be required to change industries or careers. During mass transitions like this, skills-led recruitment helps identify strong candidates who might not have work experience but do have critical skills your organisation does/could need
• People want to learn and acquire skills in their role: 40% of Gen Z would be willing to accept a pay cut to work in a position that offers better development opportunities. Emphasising skills and development throughout your recruitment process signals to your candidates that learning matters in your organisation
• So, consider the skills your people gain through working with you. Consider how you invest in their development. Consider how you position their development through the recruitment process. And then build a Development Value Proposition (DVP) to crystallise your offer.

But don’t take our word for it. We asked ChatGPT if AI will change the skills we need to thrive at work. Here’s what it had to say:

“Yes, as AI becomes more prevalent in the workforce, the skills needed to thrive at work are likely to change. With automation of certain tasks, workers may need to develop new skills in areas such as data analysis, programming, and critical thinking to be able to work alongside AI systems. Additionally, as AI takes over more routine and repetitive tasks, the demand for skills in creativity, emotional intelligence, and problem-solving may increase. Furthermore, training and re-skilling workers to adapt to the new technologies will be important for them to remain competitive in the job market.”