The Future of Management: Part 1
Management as we know it is already changing. My area of expertise, and the educational programs I pursued, may become obsolete one day. As someone who is intrigued by the changing tides, let’s address how management will continue to evolve to adequately prepare. Over the next seven posts, I will be diving into just how I suspect management will change. This may be illuminating (or, perhaps, intimidating!) but also informative.
Photo by Steve Johnson on Unsplash
It seems highly probable that as we continue to leverage AI, we will do so for people management. AI can be used to make more informed decisions, give an amalgamation of market trends (perhaps influencing hiring), and can personalize employee development, at a rapid clip, might I add. This data-driven management may turn into the norm. Will it provide precise performance tracking? Or perhaps perfect resource allocation? Could it turn corporations into robotic cultures?
Let’s consider how we can already start to use AI for people management. AI can process a great deal of information quickly, as we know. And we also know that people are unique beings who have different learning preferences, as well as varying strengths and weaknesses. We can use AI to help us tailor training programs as well as career pathing – and even motivation strategies for the employee. It’s funny writing this as these are things I actively work with managers on to support their team members. AI has created a DIY approach to management when it comes to those very individualized considerations.
One issue that is recurring for managers across the board is how time-exhaustive their meeting schedules are, among other things. Although I have not attempted this yet, I presume AI can support the process with onboarding curricula. Perhaps learning and development teams will become more efficient when leveraging AI to create scalable programs for corporations.
As we also know, management is not all “people,” it is also process. A part of process can include compliance and monitoring. Have you considered using AI to support you with regulatory compliance, or the detection of fraud, or reducing risk? If we can make our places of work safer and more compliant with less margin of error, that bodes well for all.
Another consideration we may want to ponder is the ethical challenges. Will information stay confidential? Should people learn soft skills rather than being told how to behave by a computer? Is the environmental effect of leveraging this technology worth it?
Stay tuned for part two coming soon.