قيادة التغيير في عصر الذكاء الاصطناعي: إعادة صقل المهارات والارتقاء بها من أجل التحول في الأعمال

The rapid advancement of technology, especially artificial intelligence (AI), is forcing businesses to undergo constant transformation. Traditional change management strategies are no longer sufficient. Karalee Close, Global Lead for Talent & Organization at Accenture, highlights the critical role of leadership in driving successful change by focusing on employee development through reskilling and upskilling in a World Economic Forum article. This article provides six actionable steps leaders can take to navigate this ever-evolving landscape and achieve measurable, attainable results.

The New Reality: Continuous Transformation

• Organizations are managing multiple business transformations simultaneously.
• A staggering 95% of surveyed organizations have undergone more than two major transformations in the past three years.
• 61% have gone through more than four.
• This necessitates a shift beyond traditional change management towards a more people-centric and proactive approach.

The Leadership Imperative: Architects of Change

• Leaders must deeply engage employees, drive bottom-line improvements, and prepare the groundwork for continuous transformation.
• Only 30% of C-suite executives feel confident in their ability to drive successful change.
• Even fewer (25%) believe their teams are prepared to embrace it.
• This highlights the urgent need for leaders to adopt new strategies and mindsets.

Six Actions for Successful Change

Close outlines six key actions leaders can take to effectively drive change:

1. Set a Clear Vision for Change:

   • Develop a compelling vision aligned with core values and long-term goals.
   • Communicate the strategic vision consistently.
   • Frame change as a proactive move towards growth, not just a reaction to external pressures.
   • Anchor change in vision and purpose.

2. Model New Mindsets and Behaviors:

   • Leaders must embody the change they want to see.
   • Demonstrate commitment to change to build credibility and trust.
   • Lead by example to inspire the entire organization.

3. Build a Network of Influencers:

   • Identify trusted, authentic voices to legitimize the change process.
   • Fuel widespread adoption and enthusiasm across the organization.

4. Invest in Upskilling and Reskilling:

   • Equip employees with the right learning and training opportunities.
   • Prepare people for workforce changes and provide skills needed to thrive.
   • Focus on continuous upskilling and reskilling.

5. Personalize Change Efforts:

   • Use insights from behavioral science and AI to deliver personalized communication, training, and support.
   • Adapt to individual learning styles and readiness.
   • Adjust the pace of change based on individual needs.

6. Measure Impact and Iterate:

   • Use robust feedback loops to track the effectiveness of change initiatives.
   • Identify areas for improvement and refine strategies in a timely manner.
   • Ensure the organization remains agile and responsive to new disruptions.

The Payoff of Effective Change

• Organizations that successfully manage change experience higher annual revenue growth.
• They also achieve 40% more cost savings.
• Non-financial benefits include meeting employee needs more effectively, improving on sustainability targets, and increasing the likelihood of successful business transformations.

Conclusion

Continuous change is now a core competency. By embracing these six key actions, leaders can position their people and businesses for lasting success in an era of constant technological advancement and business transformation. The future success of any organization hinges on the choices leaders make today.

Source: World Economic Forum