As we are all experiencing, GenAI, combined with all other tech developments, is transforming the world of work.  For some it is happening fast – for others, it feels close, but hasn’t yet hit.  Indeed, when we spoke with leaders as part of our Future of Work campaign, there were varying degrees of adoption – something we picked up on in our video – AI: Can you afford to wait?

So how do leaders prepare themselves for the incessant levels of change coming our way?
Using OE Cam’s model of AI Change Management, we advocate all Executives – not just tech –  need to engage together in a rhythm of review and adaptation.

Starting on the left of the above diagram, it’s important for Exec teams to create the space to continually explore all new technological innovations – and to assess the impact on their business in terms of:

• their core value proposition, and how that might be disrupted or enhanced by AI
• how AI improves or disrupts delivery of each part of the value chain and how they can take advantage of it or mitigate any potential risks.

One practical way we help organisations do this is to run an ‘Innovation Safari‘ with the Executive team – going on a virtual field trip to explore the art of the possible by learning about the inner workings of the digital native firms or those mature firms that have already adopted new AI technologies.

Once you have an idea on scope of the impact on the whole value chain, you then need to consider the scale and speed of change your organisation needs to make – or is capable of making.  This can range from small increments (minor renovations) to widescale transformation (full replacement).

This helps leaders to see the whole organisational landscape and work together to determine the impact of AI on each aspect of the business

Our AI Change Management model brings together the ‘hard’ and ‘soft’ organisational elements that may be affected by the change.  This helps leaders to see the whole organisational landscape and work together to determine the impact of AI on each aspect of the business, in particular its organisation design, capability, governance, leadership and culture.

A classic change management mistake is to go too far down one narrow pathway without looping back and collectively considering the broader impact.  This is perhaps the most significant benefit of working with an external partner; all too often individual leaders focus on their own function – a third party can help bring the conversation back to the whole organisation.

Keeping all these areas under review, determining what bets you are willing to take, and when, needs to be on the agenda of all Executive teams.

For more information on how we can help you apply OE Cam’s AI Change Management model to your organisation, please contact Gary Ashton at gary.ashton@oecam.com.