In most labor-intensive organizations, a clear majority of the entry level and middle management ranks are filled internally via promotion from the non-management ranks. Shutting off that pipeline would be terribly disruptive. That said, that is precisely what’s about to happen as the 40 foot-high wave known as AI thunders onto the beach and, as an opening gambit takes large bites out of the first couple layers of the skilled hourly, professional, and managerial ranks.
This will be happening at a time when the role of the leader (all levels) is getting harder, not easier. Pardon the obvious question, but with much of the feedstock wiped out, where are tomorrow’s leaders coming from?
We hope you’re contemplating your response to that dilemma today, as it’s only going to get harder with time. If for no other reason, there will be a lot of others fishing in that same pond. Following are some central issues and opportunities you should probably be addressing, as a start:
- Where, specifically, is our management bench the strongest and weakest, and how do we even know? What are their KPI’s, (including their survey and other data-derived leadership indicators)?
- Looking a month or so ahead, how might our internal talent development and external recruiting needs/opportunities change? How can we position ourselves to best advantage?
- As you’re doing that, this would be an excellent time to touch base with each member of the team to reassure them (if possible), and to reaffirm their career plans/intentions.
- If anywhere, how might this giant wave coming ashore create competitive opportunities for us? Be thoughtful, and as specific as possible. Game it out, and begin taking initial enabling steps in that direction.
