Exploring the Impact of AI, Agile Practices, and Inclusive Leadership on the Workforce of Tomorrow
We’re living in an era where technology is evolving faster than ever before. It took nearly 75 years for telephones to reach 50 million users, but it only took 19 days for the popular game Pokémon Go to do the same. In the last 100 years, we’ve seen more technological progress than in the previous thousand. From AI to automation, businesses are facing a future where adapting is no longer optional — it’s essential for survival.
At a recent WeQual Think Tank, Lisa Vincent, Chief Transformation Officer at Prologis, shared how companies can stay ahead in this fast-paced environment. “AI machine learning is like this big new shiny fancy object, and everybody has tons of ideas and wants to run in 1000 different directions with it,” she said. “Well, very quickly you can start to waste both human capital and the capital of technology.” So, the question is: How do you adapt to survive?
One of the most significant challenges of digital transformation is ensuring that new technologies, particularly AI and machine learning, are aligned with an organization’s overarching goals. There’s a huge risk for organizations adopting AI without having a clear strategy in place first. “If you don’t really understand what you’re trying to strategically accomplish as a company… then it’s very easy to get distracted and start wasting resources,” Lisa explains.
The solution, according to Lisa, is for businesses to work backwards from their strategic goals. By determining how AI can support these objectives, companies can avoid the pitfalls of adopting technology for technology’s sake. It’s about staying focused on long-term outcomes rather than being distracted by short-term trends.
Start by identifying your top three strategic goals for the next 12-24 months. Then evaluate how AI, or any new technology, can directly help achieve those goals. If the tech doesn’t align, it’s not worth your investment right now.
It’s easy to get caught up in the fear that AI will replace jobs, but Lisa emphasized that technology should be seen as a “job enhancer, not a job replacement”. To leverage AI effectively, employees need to upskill and adapt to meet changing demands. Roles will evolve, and organizations must be prepared to meet that change head-on.
At Prologis, the focus is on microlearning and peer-to-peer learning, creating a culture where employees continuously build their skills in bite-sized formats. “You have to think about investing in retraining your employees,” Lisa says. “They have to learn how to do their job differently. Making sure that you’re providing mechanisms for all types of learning styles in your company is really critical.”
Implement a microlearning strategy where employees receive short, actionable training sessions (5-10 minutes) on specific skills they can use immediately. Pair this with peer learning groups to encourage knowledge sharing across teams.
This manageable learning approach ensures that employees aren’t overwhelmed by new technology, but instead, grow with it.
With the velocity of change, businesses can’t afford to wait for perfection. Lisa advocates for adopting agile practices and moving quickly. This might mean testing ideas and failing fast, so you can get up and try again. “Where you run a sprint cycle, you test quickly, you learn, you fail, you move on,” she says. “If you wait for perfection… it is going to get in the way of progress because this technology is changing so, so rapidly.”
Create a small, cross-functional team to run a 2-week ‘sprint’ on a new idea. Measure success quickly, and if it doesn’t work, pivot to the next idea. Celebrate learnings from failures as much as successes.
Change management is at the heart of any successful transformation effort, and it isn’t always fast. “You can’t start change management a month before you’re going to try something new,” Lisa explains. “Sometimes you need to be thinking six to nine months in advance, and putting yourselves in the shoes of the people that are going to be impacted by this change, and leading with a sense of empathy and compassion.”
Change management should be deeply embedded in your company’s culture. Engage employees early in the process and ensure communication is clear and compassionate. Helping employees understand how changes will affect them is key to a smooth transition.
Use employee surveys or small focus groups to understand how they feel about upcoming changes. Use this feedback to craft tailored communication that addresses their concerns and builds buy-in.
Data can sometimes make employees feel uncomfortable. Whether it’s the thought of learning new technology or concerns about privacy, data is a vital part of the future and transparency is essential. “You have to build a data-driven culture,” Lisa said. “If you really help your people understand the power of data and how it can drive AI and machine learning and help them be more effective, then it’s about what’s in it for them.”
If data is seen as a tool for empowerment rather than something to fear, companies can ensure their workforce is equipped to thrive in a tech-driven world.
Offer workshops that show employees practical ways data can make their day-to-day work easier, like streamlining decision-making or improving efficiency in tasks they already perform.
Diversity, equity, inclusion, and belonging (DEIB) are essential for shaping the future of the workforce. Prologis added a “B” for belonging to its DEIB strategy, ensuring that all employees feel included and valued.
This ‘B’ plays an important role for Prologis in attracting and retaining top talent, creating an environment where everyone can contribute to the company’s success.
Set up mentorship programs that pair employees from underrepresented groups with senior leaders. These relationships can foster belonging and provide valuable career guidance.
The future of the workforce is filled with both challenges and opportunities. Businesses that embrace strategic digital transformation, agile practices, and inclusive leadership will be best equipped to succeed.
To continue the conversation on how companies can prepare for the future, stay tuned for our next WeQual Think Tank event. Visit www.wequal.com
