Change Management Network

How is generative AI likely to impact the Future of Work – what are some of the topics and questions that we need to address? The adoption rate of AI is rapid but continues to play catch-up with the even greater advancements of the technology. Yesterday’s science fiction is becoming today’s reality. Is AI going to become an automated micro manager? Or will it free people to do greater value-added work? Will people become lazy? Or will we need a new level of employee development to help people understand the capabilities and limitations of AI? What are the questions we need to be asking as “AI solutions” are increasingly seen as the next competitive edge?

AI & the Future of Work – new LI discussion group forming *** Increasingly, I find myself standing at the interface of science fiction and how we organize for work. When looking though my LinkedIn feed, I am finding many posts discussing aspects of generative AI and the potential impacts on management and how organizations operate. Going deeper into what others are posting, I have discovered several AI discussion groups on LinkedIn, but they usually lean toward the technology without a specific focus on how AI is expected to impact the Future of Work. And, the FoW discussion groups have few discussions that reflect on AI issues. Therefore, I decided to see if others also see a need for hosting discussions at the interface of generative AI and how “work” is evolving. From my observations, generative AI technology has advanced quicker than (everything before now ????). I do not know any other technology that has advanced as quick as gen AI in both its capabilities and adoption. Yet, I do not think we have even glimpsed what the future may hold. As organizations adopt AI, how will work processes change? How will the roles that employees fill change? Will Industrial Era bureaucracies be reinforced with increased oversight of workers? Or, will AI enable new ways of working that fulfill the promise of human-centric organizations? This discussion group has been created to discuss these questions and many more that we have not yet thought of. Please join our discussions at – https://lnkd.in/gS3ahuHs

Designing organizations around org outcomes *** I was recently diagraming why organization outcomes matter and how they are produced when I realized that the resulting linkage provides a good backbone for organization design. A deeper dive into this image can be found in an article I recently published – https://lnkd.in/gAGNfXFz

Generative AI and the Future of Work *** How might generative AI impact traditional, hierarchical bureaucracies? How will AI impact how decisions are made? Will gen AI encourage new ways of organizing and operating? Or will gen AI be used to reinforce Industrial Era practices? Some thoughts for how AI could support Industrial Era thinking – ·     Employee monitoring for productivity and identification of training needs ·     Extending data mining practices Some thoughts that support New Era thinking include – ·     Increased data transparency that enables distributed decision-making ·     Data pushed to raise awareness of information that currently is hidden or withheld ·     Purpose clarification and cross-organization alignment ·     Enablement of an active, explicit network of networks ·     Work processes designed dynamically with role clarification ·     Internal marketplace of ideas and employee mobility ·     Next generation Knowledge Management What other thoughts or ideas do you have?

I am getting ready to add additional content to the Futocracy Knowledgebase and would appreciate some feedback on what should be prioritized. The ideas below will develop content that would be available to basic (free) member access as the content is developed and curated into a knowledgebase for use by premium members in the future. (Complementary access to premium content will also be provided to people who actively contribute ideas and feedback.) Some ideas include – 1.    Continue adding content to the “Leading New Era Organizations” eBook. This content will also be published in the “New Era Organization” newsletter and used as discussion starters. 2.    Quests – three to ten-day sprints to put new organization thinking into practice. (Considering building this content into a workbook format as content is developed.) 3.    Big Questions for Staff Meetings – 15 min. discussion starters to initiate deep reflection at staff meetings. (Considering building this content into an eBook as content is developed.) 4.    Videos to complement topics in the above eBooks, possibly created as part of a webinar. 5.    Webinars on select topics that change focus each month – structured as a Masterclass (short presentation followed by an interactive discussion) 6.    Recruit people to present their situation for discussion and feedback from others in the Practice Lab. 7.    Collaborative Project – create an employee handbook for New Era Organizations 8.    Prepare for a 3-day Global Conference in January, like what we did in 2021 and 2022 Which items above are important to you? In what ways would you like to be involved?

Peeling the organization onion *** Where do you start when designing an organization for routine adaptive change? Where do Organization Outcomes fit within how organizations operate? I am not sure all the words are correct, but here is a summary of my latest thinking – https://lnkd.in/gAGNfXFz

Outcomes necessary for successful organizations *** In your experience – what are the outcomes necessary for organizations to be successful? What is missing from my thinking?  What needs further clarification in what I have here? Should the order in this list be altered to prioritize the list? https://lnkd.in/ggFdZF-X

Organizational change ChatGPT now free for everyone *** With the recent upgrade to ChatGPT4o, OpenAI has made all custom GPTs available to everyone; they are no longer limited to premium subscribers. The “OrgChange 4the New Era” GPT is currently ranked in the top two custom GPTs for “change leadership” and top five for “organizational change.” This organizational change ChatGPT is designed to help managers & leaders struggling with disengaged employees, conflicts between organization silos, and slow & disjointed decision-making. The GPT is designed for developing flexible and purpose-driven organizations with engaged employees. What worked well for traditional hierarchical organizations operating in the stable Industrial Era no longer works for the New Era that needs resilient and agile organizations capable of routine adaptation. This requires new thinking that drives the GPT content filtering for how we organize for work, lead our organizations, and implement change as a routine activity. This custom ChatGPT can be access at https://lnkd.in/gpH_igyY Technical foundation – this custom OrgChange ChatBot is built on the OpenAI ChatGPT4o platform using additional training content and an enhanced custom instruction set for its configuration. The new training content includes new ways of thinking about challenges many organizations are facing with bureaucratic, slow decision-making and disengaged employees. Further, the custom configuration filters the OpenAI knowledgebase toward post-Industrial Era thinking. Best results come from using a series of questions that build upon each other – think of having a dialogue with an organizational change expert.

What would the Future say to you? *** https://lnkd.in/gageyQ_K