The rapid advancement of Artificial Intelligence (AI) necessitates significant adaptation from both individuals and organizations, emphasizing the critical role of emotional intelligence and a proactive learning mindset for survival and prosperity in this transformative era.
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yes we've all that was Darryl
West agreeing with me he's the VP of
governance and director at the Brookings
Institution in Washington DC you might
be wondering why on earth we were being
so negative why won't we be more
optimistic we were talking about AI we
were talking about machine learning we
were talking about all the amazing
changes that are happening in technology
today and how they will be impacting us
I have been fascinated in the role of
Technology and human advancement and the
organizational changes in the environment
environment
ever since let me think now
1989 when I was at college doing my
organization in the environment and at
that time I was very much focused on
looking at what changes were happening
and how things were going I then moved
to work for a very small company called
Sony working on the PlayStation launch
back in 1995 and at that time again I
was able to witness firsthand how
rapidly everything was evolving and how
exciting it was so now we're in a
situation where things are very very
different we now have a situation
whereby we are no longer in the
environment whereby we've gone from
email through the internet through to
the mobile technology we're now talking
about AI where the robots are coming
really it is the new electricity this is
how it's been described and it's the
most exciting thing but basically what
that means is that things are going to
be changing significantly and when
things change significantly we know that
we also need to change significantly
with it ai is going to be seen as a
phenomenal opportunity for so many
industries for so many people but it
also is going to be quite damaging to a
lot of others the NGO world champion
Lisa Dahl retired in the face of AI
he was very very focused on being the
champion of the world of the go world
game and Google had created a AI
algorithm which enabled him to which
enable them to actually beat him he now
considers himself out of a job so
rewinding back again to 1989 there were
the heady days of being the first people
in the world to have a computer that was
absolutely gigantic on CD players and
all of those wonderful things and this
was just before email before the
internet that came with things that came
about and we were hearing about this
amazing new ideal called the information
so there was a really big opportunity
there email came along and you know the
rest is history but this time it is
different IDC has reported that this
year alone in 2019 thirty seven point
five billion dollars has been spent on
AI globally and it's going to be
doubling year-on-year I believe
according to Brookings we mentioned
Darryl West at the Brookings Institution
just earlier he in particular his
organization publishes various articles
and there's one that actually states
white collar workers are going to be
losing their jobs due to AI it's gonna
be a really challenging time so I want
to be able to give everybody the
opportunity just sitting for a second
and think about how this is going to
affect you your colleagues your teams
your bosses the people that report to
you your family your friends your
neighbors and all of these different
people that are in the environment with
you and how that's going to how a I and
the machine learning age etcetera is
going to actually be impacting you and
then next I'd like to invite you to
consider how a AI is going to impact and
improve your work environment and then
I'd like you to actually think about how
you need to adapt in this new
environment but I have a really good
news well guys let you know right now
according to Charles Darwin 19th century
guy we are all able to adapt I knew
you'd love that and it's the people that
are able to adapt who are most likely to
be able to survive and thrive and he
little do people know that he was one of
the very first founders of emotional
intelligence of course they didn't call
it that back in that day he'll but he
was the Godfather if I can call it off
being able to research or researchers
actually focusing on emotional behaviors
which I only found out quite recently
when discussing this so the good thing
is that we all have emotional
intelligence every single one of us even
the people that you think don't have
emotional intelligence they have
emotional intelligence and what's really
going to be important for us is that we
advance as much as we can and to have a
learning mindset very much on how we can
adapt how we can be curious how we can
listen how we can learn what we can do
to actually make this change and you
have a decision to make right now and
it's it's it's gonna be a hard one to be
able to make because it is pretty binary
it's yes or no but you have the
opportunity right now to make a decision
do I want to learn to evolve in this
environment or do I not want to either
either way you have made a decision to
progress forward and to and to make
yourself successful but in this
environment but I also have some Morgan
news it's not just you that needs to
adapt organizations need to adapt and
this is the cornerstone of the work that
I do as well as the coaching work what I
do which is that we live in a world of
chaotic organizations that go that
create this very merry dance there which
I'm sure you're all aware of and have
experienced it or you've heard about it
or read about it or seen news flashes
about it and it goes something like this
hire fire hire again and then layoffs
and it takes that dance that dance keeps coming
coming
it could happen every two years it could
happen every five years it's whenever
there's new technology that comes in and
when that happens how disruptive is that
for you and everybody else your family
your friends your name
etc and then being able to find work and
that dance that is created is hugely
disruptive to organizations and the
people that are that are there because
they're not planning ahead what I would
like to see is a brand new paradigm
which is an emotionally intelligent
organization an emotionally intelligent
organization understands what is
necessary to be able to advance in the
AI age and is able to think very
strategically with great thoughts with
great empathy with great decision-making
skills about where they need to go how
they're going to get there and include
their people a lot on the ride because
one of the fundamental beliefs that I
have and I'm gonna read this straight
out is that without insight support or
guidance on the behaviors that
organizations currently have it will put
strain and stress on the people running
the organization which impacts the
company's productivity culture employer
brand profitability and employee
happiness which then impacts the way the
customers and clients work with you so
you have that glorious although I say
not so glorious vicious cycle and these
are what I call the elephants in the
room where organizations will go through
this never-ending cycle time and time
again without just stopping and taking
that moment to identify exactly what the
issue is all the issues are and to be
able to move forward in that particular
way so I want to check in and have it
have a moment here to be able to
identify where you are on this this
scale because our emotions are really
important there's gonna be some people
here in this room that are gonna be
thinking oh no the AI age will never
happen to me or that there's something
well you know I don't need to worry
about thank you very much I'm sure
there's a couple in the room thinking
that right now well I have amazing news
this is a situation that we find
ourselves in with all sorts of
environments or were all sorts of
situations in our lives where we are
unable to handle the change that happens
and you know so I very much see that
this is okay
if you have that sensation if you have
that feeling and that impulse that is
okay that is your brain protecting
itself from actually wanting to make
that very painful change you know when
you can feel that you're learning
something new that is painful change for
your brain to start getting used to it
start enjoying it stop relishing it even
if it is hard to deal with it so one of
the ways to shorten that entire process
is to be able to become immediately
curious and to start talking about the
possibilities so you can normalize
things swiftly and then you're able to
move on so let's talk about the
emotional intelligent organization so
moving on from an internal lens and
looking at the external lens we are all
people leaders not just leaders we're
all people leaders and what do I mean by
that we are all mini activists in our
organizations and in life
you know even when we go on the subway
we are many activists on how we're able
to behave and work with others and
communicate with others and I believe
very strongly that we are able to do
that as well within an organization what
I would like to see from the people
leaders in an organization is that they
are able to seek out AI solutions with
the team in the organization be open to change
change
move it move everything forward in the
best possible way the next aspect that
I'd like to be able to talk about is the
war for talent
the war for talent is very real and it's
been getting worse and worse even now
with AI technical engineering analytics
finance creative and production roles
are going to be even harder to find if
you focus on the the dance that we
talked about earlier of the hire fire
lay off and so on you're in this
situation whereby you're not allowing
the people to actually become engaged
within an organization fast enough so
when you've got this this this barren
wasteland of talent that have these
really rare hard to find skills that I
call unicorns what do you need to do
I strongly believe and I'm this is
pretty radical idea here that I'm
throwing out to you because I don't
often hear of organizations doing it
which is that organizations take up the
great hairy audacious opportunity to
Reese kill or UPS kill their people at
ten times speed I know isn't that crazy
who would think about that because this
is the scenario right now you lay off
the people it takes six months to go
through that process you're identifying
in the organization from a senior level
who are you gonna lay off in that time
when you're laying those people off
those people are committed the majority
muscle there's a usually I'll have very
high disengagement level within an
organization but it's up to the
organization to understand who really
wants to move forward so this is where
the mini activists in the organization
can really rise up so you've got the
six-month situation where an
organization is laying people off then
there's six to 12 months to actually
search for those magical unicorns in the
creative analytical finance whichever it
is environments to try and find those
people that will become a culture fit
only to them find that they are hard to
find because guess what everyone else is
searching for them as well and that's
the reality it's a really tough
incredibly competitive market so then
you hire this amazing unicorn you've got
this person on maybe they're not your
first choice maybe they're not your
second choice but you're filling that
seat they take six to 18 months to ramp
up and actually develop their ability to
you know be productive that's twenty
four months maybe a little bit more
depending you know I don't know who's
math is gonna be really good here in
this room but you've got this situation
whereby that's twenty four months to get
to that situation how much faster would
it have been if you had trained the
people up or up skill the people with
those hype the high potential people to
that particular position what would have
happened then I believe upskilling is an
emotionally intelligent thing to do for
organizations and what else have you
considered that an employer brand is
actually part of emotional intelligence
yes indeed do you think it's all about
smiley faces and you know on social
media and and and foosball tables no it
is not no it is not I strongly believe
an emotionally intelligent organization
and focusing on the brand side of things
is whether they are able to meet a
talents aspirations and expectations in
the environment and what do I mean by
that when you're bringing somebody on
that really is driven to move your
company forward they're going to have a
far more incredible range of beliefs and
values and understandings and
experiences than the people that you
currently have in the organization so
that means you need to upskill that
organization you need to uptrend that's
that that organization you need to
ensure that everyone is rising to that
level that you want people to join with
you so that means evolving your culture
as fast as candidate expectations do in
the realms of purpose decision-making
interpersonal relationships stress
management inclusivity and leadership so
what exactly is an emotionally
intelligent organization an emotionally
intelligent organization knows that its
behaviors form its culture its culture
impacts its product it's a corporate
brand its employer brand and its
employee experience an emotionally
intelligent organization is a place
where everyone is a mini activist for
managing their agreed upon culture to
inspire a virtuous employee and
organizational journey it's my belief
that we are in this situation where we
have to make these dramatic changes to
ensure that organizations our country's
our economy is able to thrive as my
coach once said to me if nothing changes
nothing changes thank you [Applause]
[Applause] [Music]
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