It is the central topic of 2023: Artificial intelligence, which is now freely accessible to everyone via tools such as ChatGPT. It feels like everything can now be done via AI. The software develops graphics, solves complex arithmetic problems and can even plan entire travel routes for vacations. This naturally raises the question of what influence the self-learning software has on management. Is it more of a threat or a helpful support?
Management has been undergoing continuous change for several years now. The path is leading far away from a hierarchical management culture in the direction of cooperative, value-oriented leadership. Naturally, the role of leadership is also changing as a result. Today, managers are more likely to be coaches and role models who provide orientation for employees. Instead of issuing bare instructions, the task of leadership today is to empower, strengthen and encourage employees so that they can work as independently as possible.
AI systems have the potential to become important tools in management culture. Above all, they can take on recurring and data-based tasks. In the future, self-learning systems will therefore be able to support managers in their operational activities.
A particular focus of the use of AI in a management context is the use of data-based systems. Managers can use AI, especially in larger teams, to identify employees' positive and negative potential and use this as a basis for drawing up learning plans for further development - again with the help of AI. However, this requires a sensitive approach, as employees should not get the feeling that they are being constantly monitored and analyzed. On the other hand, of course, this should not be the concern of management either.
The strategic management of a company requires a great deal of experience, forward thinking, a 360° view of the competition and analytical skills. AI will therefore not be able to sit in the executive chair and take over strategic management in the future. However, the software can be used to provide useful support.
Examples of the use of AI in strategic management
Artificial intelligence is not able to set strategic goals for a company. However, it can provide useful support in monitoring objectives:
AI is already being used successfully in many companies for process mining. This is an analytical method that deals with the investigation, analysis and improvement of business processes in companies. The system is able to use digital traces or event logs from IT systems to visualize the real flow of processes and - this is very important - to map them in an understandable way so that managers can derive weak points, inefficiencies and potential for improvement. AI thus enables data-supported optimization of business processes and saves managers a great deal of time manually collecting, sorting and evaluating such data.
Managers spend a lot of time planning workflows, assigning tasks and putting together teams on a day-to-day basis. Recruiting and planning staff deployment are also to-dos on the desks of managers. Tasks relating to work organization and the distribution of work will change significantly in the future due to the increasing use of AI.
Examples of the use of AI in organizational management tasks:
Here too, it is important that managers always keep a close eye on the AI tools. The introduction process of such systems, which will, for example, create the duty rosters for employees in the future, must be accompanied sensitively. It is also important to be aware of employees' reactions and concerns and, if necessary, to seek a personal discussion to allay any fears.
Of course, AI will not be able to conduct employee or development reviews in the near future. Nevertheless, it can be used to support personnel management. The central task of personnel management is to create a healthy, pleasant and productive working environment. This also means motivating employees and promoting their personal development.
Examples of the use of AI in personnel management:
It is also conceivable that the data collected could be used to identify potential risks of burnout. Early warning systems can be triggered, for example, if certain employees are constantly working well over their 40-hour week or have more work on their plate over a longer period of time than they can realistically handle.
Of course, humans and AI systems must also work very closely together in the area of personnel management. Managers retain the responsibility and duty of care for all employees, which they cannot transfer to AI technology.
Today, leadership primarily means self-management - both from the perspective of managers and employees. AI systems are able to take over many standardized and recurring tasks. When routine tasks are eliminated, there is ultimately more time for the core content of the job.
Self-management also means using the time available effectively and differentiating between important and less important tasks. In this context, AI can primarily be used to check the effectiveness of meetings using key figures. Ineffective meetings and appointments can be reduced on this database - leaving more time for relevant topics and tasks.
Even if innovations and, above all, changes as significant as the development of artificial intelligence should always be accompanied by a healthy dose of skepticism, they can create great opportunities and potential. Below you will find some food for thought on how AI can support you in your management work in the future.
The hasty or ill-considered use of AI systems harbors corresponding risks that managers should keep in mind. If AI technologies take over some of the tasks, this can of course also demotivate employees.
Excessive standardization of management tasks can also lead to fewer opportunities to contribute one's own skills. When new technologies are introduced in the company, the focus must be on ethical criteria. In the end, not everything can be mapped using an AI model.
One example:
An employee suddenly no longer delivers work results at the same speed or no longer performs tasks with the same quality as usual. The AI records this information and now provides the analysis to those responsible, with the result that the employee is becoming less effective. In a personal conversation, however, it can be determined that the person is temporarily in a difficult private situation that is causing the deviations.
For this reason alone, it is neither conceivable today nor in the future that leadership can be based solely on data and AI. It always requires real people and real conversations, which cannot be replaced by any tool in the world.
It has become clear that the integration of self-learning software requires a sensitive approach. AI change management describes the process of managing and controlling changes resulting from the introduction of artificial intelligence into business processes. A systematic approach is particularly important here so that employees understand the purpose and benefits of AI technologies, accept them and can work effectively with them.
As a manager, you should put yourself in the shoes of your employees. The introduction of AI will have an impact on everyday working life. Fears will arise before the benefits can be recognized. This makes it all the more important to inform everyone involved about the planned changes transparently and at an early stage. Communication should be geared towards clearly conveying the benefits, objectives and effects of using AI.
Employees must be given the necessary skills and tools to use AI technologies effectively. It is the task of management to offer appropriate training measures so that the team can make the best possible use of the new tools and processes.
Employees must be actively involved in the implementation process. They should be given the opportunity to contribute their own experience and knowledge from the use of AI.
AI change management cannot simply be imposed as part of a workshop. Rather, it must be accompanied by a change in corporate culture so that employees have a positive attitude towards change in general and also in this specific case.
Throughout the implementation process, it is important to support employees and allocate resources to make the transition as smooth as possible. It may be useful to set up support teams or helpdesks.
The implementation process must be continuously monitored by those responsible. Remain open to feedback and adjustments. You should react to problems promptly before they develop into major challenges.
As a manager, you will not be replaced by the latest developments in AI technologies. Rather, you will face new challenges that you will shape together with your team. Today more than ever, the ability to respond to challenges and feedback, to promote the acceptance of AI as a role model and to create trust are in demand.
The fear of being replaced by a machine is almost as old as humanity itself. Every groundbreaking development is always associated with change and, of course, many questions. The fact is that artificial intelligence will change the world of work and also management.
However, the concern that this will replace managers seems completely unjustified in view of the many new challenges that AI brings for strategic planning, HR work and self-organization.
Technologies will certainly not be making management decisions in the foreseeable future. Rather, they will provide managers with more complete information that can be used to make better and more systematic decisions. The limits of AI are reached at the latest when it comes to ethical and moral judgment. This is where humans will still be needed today and tomorrow to provide the right impetus through their leadership qualities.