Change is not the problem – Resistance to change is. Understanding the most common reasons people object to change gives a business the opportunity to plan a change strategy. Adopting Artificial Intelligence starts with a company understanding its culture and how it needs to change.
In this interview with HR-Specialist Fran Moisa, we discussed common obstacles to AI adoption. These are:
Not having an innovation strategy
A common problem is not having an innovation strategy and thus taking on short-term ‘projects’ which don’t align to an ultimate scope. An innovation strategy dictates the direction of innovation and its operational implementation. Without one, innovation efforts risk misalignment.
Having a centralised innovation function
In some companies, innovation is the responsibility of solely one team, like the ‘IT’ team. The myth that one functional group is more suited to innovate than others is a severe hindrance to the pace of innovation especially when this is reduced to the function of ‘technology’. Each department provides a unique perspective on business operations which is critical for driving successful innovation.
Not aligning the company culture to ‘change’
Purchasing AI tools is a mere first step akin to a novice purchasing running shoes. The hard work and training comes after the purchase. Until the organization creates a change-momentum which allows it to re-imagine specific processes and requirements it will never open itself up to meaningful change.
Not adopting AI due to the fear of job-loss
Some jobs will go. Others will be created. This is a reality we need to get comfortable with. However, AI will find it hard to negotiate complex social relationships or be creative. Which is specifically were human ability will trump computing activity.
Indeed information is not knowledge …. and with a cognitive overload of information from all imaginable digital sources we have become unable to distance ourselves from that information and analyse it contemplatively to create knowledge. New jobs must be focused on knowledge and the soft-skills that drive it. That’s why I think that today employability is less about what you already know and more about your capacity to learn and adapt.