-: To implement high-impact generative AI use cases,
CEOs need to keep people
at the core of their implementation project
and act now to create a strategic workforce plan,
review their operating model,
and embark their employees onto this exciting,
transformational journey.
With HR, CEOs need to develop strategic workforce plans
to build a workforce
that will be competitive 10 years from now.
And therefore, these plans should anticipate the talent
and skills needed for the workforce
to adopt generative AI
and determine how to develop this workforce
through upskilling, reskilling, or attracting new talents.
Through generative AI's ability
to create first-draft content,
individuals will spend less time on creating content
and will have more time for other activities.
For example, marketing teams
can spend more time building relationships
and creating brand strategies.
Managers will also need to know how
to lead an AI-augmented workforce.
CEOs also need to review their operating models,
specifically identifying
where the most important AI models should sit.
Should they be managed centrally or in each department?
We believe platform models
with centralized data management have proven
to be the most efficient for bionic organizations
where humans and AI work together.
And platform models have been shown to reduce data silos
and encourage cross-functional collaboration.
However, it is very important for CEOs to understand
that they won't be able to implement generative AI
without the full endorsement of their teams.
Even when implementing traditional AI,
companies are six times more likely
to achieve significant financial benefits
when their employees personally get value from AI.
As individuals are experimenting,
we are seeing a range of reactions
from "This makes my job so much easier and fun!" to
"This can do my job better than me.
Will I be replaced?"
So CEOs need to take all reactions into account
when creating a change management plan
to cultivate a culture that embraces AI like a coworker.
(light music)