Generative artificial intelligence (AI) has piqued the interest of leadership teams across industries. According to data from Deloitte, 62% of leaders report that they are excited about generative AI. And 79% of the same leaders expect substantial transformation due to AI within three years. This rings true since, after two months of being released in November 2022, ChatGPT, a free generative artificial intelligence (AI) system from OpenAI, had approximately 100 million active users.
More than one-third of company leaders are increasingly integrating AI (e.g., chat bots, predictive analytics) into their processes with the drive to enhance efficiency and productivity and future-proof their workforce. Studies show that AI technologies have the potential to enhance productivity by as much as 40%, significantly cutting costs and shortening project timelines.
This dynamic transformation, thanks to the swift adoption of AI tools, has left many employees worried about the future state of their jobs. However, a study by McKinsey Global Institute suggests that only 5% of occupations can fully be automated. This means that instead of replacing jobs, AI will augment the way individuals work and complete tasks. Workers will always be valuable assets to business success.
“I think right now it’s so easy to be hyper-focused on AI because it is going to create success in your organization … give you data you didn’t have,” says Suzie Bishop, vice president of product development at The Center for Leadership Studies.
Yet, this hyper-fixation of AI has, in many cases, distracted business leaders from concentrating on their people, and how these new technologies will change the way their employees approach work and perform alongside AI. This means people will have to fortify the skills inaccessible to the technology: human-centered leadership, defined as having a genuine intention to help each person succeed and find fulfillment at work, along with a disciplined approach to effectively choosing and exhibiting the leadership behaviors appropriate for the individual and the content.
“It’s all about AI right now … But at the heart of things, it’s really the human utilizing these tools, programming them — it’s still a person who has to make decisions or decide which AI tool to even use,” says Sharon Andrews, vice president of strategic solutions at The Center for Leadership Studies. Through that lens, this article will highlight the human-centered leadership skills that employees need to excel in an AI-driven world.
5 Human-Centered Leadership Skills
Human-centered leadership skills can empower employees to feel confident and capable of working in harmony with AI and other advanced technologies. These skills not only help employees adapt to change, they also enhance their ability to collaborate effectively with these tools, maximizing both human and machine potential for greater success. Here are five human-centered leadership skills every employee needs today:
No. 1: Adaptability
Adaptability is a foundational skill: In a quickly evolving business landscape, workers must adapt to shifting business needs and processes. This involves staying attuned to the team’s evolving needs and adapting in real-time to provide the most effective support.
Bishop says, “Adaptability is key in the world of AI due to the rate of change.” She explains that this requires workers to look at the world objectively and independently, considering the team members involved, the setting, the project, etc. based on the current situation. “[It’s] the need to adapt, not just because of AI — but also your people’s reaction to their job shifting.”
Adaptable employees have the skills to assess circumstances and adjust accordingly to fit the situation. They must also adopt an agile mindset and shift their approach depending on the tasks that need to be accomplished.
No. 2: Emotional intelligence
Emotional intelligence (EQ) involves recognizing and managing your own emotions, while also understanding and positively influencing the emotions of others. Though adaptability is the cornerstone of human-centered skills, EQ and having empathy for how sudden changes are affecting oneself and their team, is equally valued.
Leading with this mindset requires self-awareness and demonstrating the empathetic behaviors of a leader as the team face changes in their jobs and how they’re asked to perform tasks. These empathetic behaviors are important in navigating difficult conversations and can help reduce conflict, promote better team dynamics and improve communication.
“You have to be aware and notice subtle nuances,” Andrews shares. “Maybe there’s something going on in the background that isn’t normally there. You have to be more aware of those things and be willing to have conversations or pick up on what’s not said.”
These skills build authentic connections and trust, and help teammates understand the whole person on their team. This perspective can help team members understand each other better, allowing them to pick up on subtle dynamics within the group. It can facilitate the essential dialogues needed to explore issues thoroughly and arrive at solutions that are advantageous for the whole team.
No. 3: Negotiation
Negotiation involves the ability to sway others and be open to their influence. For employees, mastering negotiation means honing skills such as active listening and goal setting. These skills are crucial for engaging in meaningful conversations that drive innovation, enhance collaboration and tackle problems effectively. By developing negotiation skills, employees can shape outcomes and align efforts toward shared objectives.
“Negotiation doesn’t mean settling a deal,” Bishop explains. “It’s not a sales negotiation. It’s a group of skills needed to influence another person. So, it’s like a back-and-forth exchange where you understand you’re influencing but also can be influenced, too.”
During periods of change and exploration, colleagues must work to master active listening and effective communication. Negotiation demands strong critical thinking and decision-making abilities, so team members can work collaboratively.
No. 4: Critical thinking
With AI may be able to complete more routine tasks, critical thinking has become a very critical skill. Employees must know how to apply their thorough understanding of the organization to make informed decisions that positively benefit the business. Andrews explains that while AI can produce a lot of information, it’s still the human who must check for accuracy, using critical thinking skills to evaluate and authenticate the data they receive.
Critical thinking empowers employees to make well-informed decisions, boosting creativity and adaptability in the workplace. These skills enable them to handle uncertainty, understanding that progress may be gradual, and to build resilience to overcome challenges, setbacks and obstacles on the road to success.
No. 5: Collaboration
As AI streamlines tasks and enhances efficiency, intentional collaboration becomes increasingly important. Strong collaboration skills can equip employees to effectively work toward common business objectives. Bishop explains that this means to take the time and effort to get people on board to listen to different perspectives, weigh in on data, and communicate clear goals and interpretations of that data with everyone, such as asking clarifying questions.
Collaboration skills can enable employees to embrace diverse viewpoints with an open mind and to establish and clearly communicate objectives for shared projects. With these abilities, team members can ensure everyone is aligned and working toward the same goals.
Closing
Today, human-centered skills take on a new precedence. These skills are necessary for employees to know how to apply their capabilities in a new context, using their time to develop more creative and innovative projects and business opportunities. Ultimately, it’s human touch — empathy, intuition and creativity — that transforms technology from a tool into a catalyst for meaningful change.
