Wie können Unternehmen durch KI die Effizienz steigern und gleichzeitig die menschliche Komponente stärken, anstatt sie zu ersetzen? In dieser Folge von GOOD...

The report is definitely worth a look, perhaps especially the Appendix. Below sharing a few of the distilled highlights. 🔄 Multi-agent systems (MAS) are the next-gen operating model. In the next 12–18 months, expect a shift from siloed APIs to MAS that can reason, plan, and act across business units—enabling autonomous execution with governance and “human in the loop” oversight. 📈 Human–AI collaboration boosts decision-making capacity. AI can instantly synthesize vast datasets into contextual, role-specific insights, allowing executives and managers to make better, faster, and more informed decisions across the enterprise. 💡 Workforce roles are redesigned, not just replaced. Agentic AI shifts roles across the board—from purely executional to more analytical, creative, and relationship-focused work—impacting job design in marketing, operations, R&D, and beyond. 📊 AI standardizes excellence across the enterprise. By codifying best practices into AI systems, organizations can eliminate “pockets of excellence” and ensure consistent quality across all teams and regions—not just in HR but in sales, operations, and service delivery. 🔍 Predictive intervention beats reactive problem-solving. AI can detect signals—like turnover risk, performance decline, or customer churn—before they become problems. This enables leaders to act early with targeted, data-backed interventions. 🛠 Orchestration of multi-step, cross-functional workflows. Agentic AI can coordinate tasks across multiple business functions without manual handoffs—e.g., onboarding a new employee touches HR, IT, facilities, and finance, yet AI can plan, execute, and monitor the entire process end-to-end. 🗺 AI’s biggest impact areas are mapped. A “heatmap” of hundreds of HR processes pinpoints where AI should be fully powered (e.g., data analysis, reporting, inquiries), augmented (e.g., recruiting, performance reviews), or assistive—helping leaders invest for maximum ROI. 🚀 80%+ of admin work can be automated. In future HR operations, AI will handle over 80% of administrative and operational tasks, freeing HR teams to focus on strategy, workforce planning, and proactive talent interventions. | 14 comments on LinkedIn

Some great insights in this report from Harvard Business Review, particularly interesting to me, not only as much of my work is in client leadership development, but also the reality that effective leadership will be critical in us navigating the challenging path to prosperous Humans + AI organizations. Not surprisingly, 55% of survey respondents said incorporating GenAI into business practices is their #1 priority this year. To support that, the top human capital project - at 53% - is adopting or expanding AI-based talent management. The real headline is that over 80% of HR leaders expect that every level of leader will spend more time on leadership development this year, in many cases significantly more. The question is: how to design the programs and the time spent to result in true expansion of leadership capabilities. "Speed to skill is the metric in focus". Which requires a very different, intrinsically Humans + AI approach: "In a two-way information exchange, AI is fed an organization’s domain-specific knowledge and humans access AI-generated learning resources based on that knowledge. AI systems learn from human inputs, improving over time, while humans gain insights from AI-generated data. Properly done, these efforts can build the collective intelligence of humans and machines, enhancing the organization’s ability to solve complex problems and adapt to changing environments." A lot more in the report. What is clear is that in an accelerating world leadership development is more important than ever, both to address AI-driven change, and supported by AI.

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AI agents are all the rage, and may require tech teams to level up their people skills.