Editorial
As artificial intelligence (AI) becomes increasingly integrated into leadership, people-centric and organizational practices, people debate the balance between technology and human values. The complexities of today's technology and innovation landscape makes it important for us to understand: Are people-centric leadership and AI mutually inclusive or exclusive?
What Is Artificial Intelligence
AI is the technology that enables computers and machines to simulate human learning, comprehension, problem solving, decision making, creativity and autonomy. These capabilities are considered to give machines the intellectual processes characteristic of human beings, such as the ability to reason, discover meaning, generalize or learn from past experience.
Human-centered AI (HCAI) is a growing field aimed at creating AI tools and systems that place human needs, values and capabilities at the forefront. This approach is focused on technology that complements and enhances human abilities and well-being, rather than substituting or undermining them. It prioritizes human oversight while ensuring that AI solutions are transparent, protect privacy and produce fair results.
In addition, it addresses the ethical, social and cultural impacts of AI to make these systems inclusive, easy to use and advantageous for all. Some examples of HCAI are healthcare applications and personalized learning systems. HCAI is AI that is people-centered with the intent to benefit all people.
People-Centric Leadership and AI
People-centric leadership places individuals at the heart of decision-making, strategy and organizational culture. It emphasizes empathy, transparency, fairness, inclusivity and values the authenticity of connections. People-centric leadership is human-centered leadership.
In this era of AI leadership, the focus for leaders still must remain on people as the most valuable asset. However, as leaders, how do we balance taking advantage of AI systems’ productivity, speed and efficiency, while upholding people-centric values in the workplace? How can we create inclusive workplaces that help teams succeed? How can we as leaders build trust in how we use AI?
AI gives leaders tools for analyzing data, improving efficiency, improving performance and providing workforce insights. However, the AI must complement human judgment and decision-making rather than replace it. Leaders can do this by:
- Fostering trust: Being transparent about how and when AI is used and addressing employee concerns about privacy, data and autonomy.
- Using AI as a supportive tool: Using technology to improve human connections, constructive and inclusive feedback and creativity.
- Emphasizing people-centered AI: Deploying systems that prioritize fairness, privacy and ethical decision-making.
- Ensuring inclusivity: Addressing and eliminating bias built into systems and decision-making.
While AI tools can automate processes, analyze data and deliver insights, it lacks cultural intelligence and a true understanding of the diversity of people. This is where people-centric leadership must step in.
The Role of AI in People-Centric Leadership
Clearly, AI is already embedded in the workplace and how we work and communicate with each other. Some of the examples of automating more routine and administrative tasks through AI tools are:
- Using AI to respond to email messages.
- Using AI to consolidate data.
- AI taking meeting notes.
- AI bots attending meetings on behalf of leadership.
However, if these processes are not set up keeping people in diverse workplaces in mind, this can lead to misunderstanding and a lack of inclusivity and trust.
For example, I recently attended a virtual video meeting where only two of us on the call were human. The other participants were AI bots attending the meeting and taking notes for the other leaders. That was not inclusive. If you are unable to attend a meeting, do not send your AI bot without first notifying the other participants, especially if the meeting was scheduled to promote collaboration and make decisions that are supposed to help people!
While AI tools enhance and streamline people-centric tools and processes, we must be careful not to replace the humanity in leadership. Here are examples of people-centric processes where AI can help:
Performance Management
AI streamlines the performance management process by improving the process workflow, identifying skill gaps and training needs and the completion of KPIs and deliverables. But there needs to be conversations with employees to provide constructive and supportive feedback and career development discussions specific to their individual goals and aspirations – taking into account that inclusivity requires an understanding that we are not all the same.
Integrating AI into performance management tools and systems needs a balance between technology and human oversight. While AI can offer valuable metrics and insights, people-centric leadership must ensure these tools are complementary to human judgment and are transparent, empathetic and inclusive.
Employee Well-Being
At the center of people-centric leadership is employee well-being. For years, organizations have emphasized efficiency and productivity through structured and standardized processes. However, employees have brought more of their personal life into the work environment post-pandemic, which requires more nuanced support from employers. The current approach to employee well-being and engagement uses a combination of AI tools and programs that employees can access as needed.
AI tools provide valuable insights into employee needs; personalized and confidential support systems, through engagement surveys and tracking engagement metrics; and predictors of burnout. However, for these tools to develop effective and inclusive solutions for employee well-being in the workplace, human oversight must be included in the solution process. People-centric leadership requires cultural awareness and intelligence and solutions that support unique employee aspirations to create an inclusive work environment for all employees.
Bias and AI
AI continues to change many industries and processes. However, AI systems are not immune to bias. AI is a learning tool, so the input and data used to train the AI tool needs to address systemic and historical barriers. Unfortunately, examples of these biases are often embedded in hiring tools, systems and processes. The algorithm's selection tools must be based on inclusive language and criteria so qualifications are not undervalued or discounted for diverse peoples and identities. Decision-making processes in hiring practices must be transparent and grounded in equitable access to opportunities for all.
Are AI and People-Centric Leadership Mutually Inclusive or Exclusive?
If used appropriately, people-centric leadership and AI are not mutually exclusive.
AI can be a powerful tool to improve leadership practices when implemented with a focus on human values. People-centric leadership must balance technological advancements with cultural awareness to be inclusive and understanding of the unique needs of all individuals in the workplace. With this understanding, AI tools and systems can be incorporated into leadership practices, grounded in human values and lead to inclusive workplaces.
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Editor's Note: Read other thoughts on leadership during the rise of AI:
- AI Is Your Leadership Test: Will You Build a Future-Ready Culture or Get Left Behind? — AI is transforming the way business gets done, with or without you. Will your people be part of this revolution or sidelined by it?
- Embrace Conscious Leadership for the Age of AI — The ability to lead with heart and humanity will determine the success of organizations as they adapt to the new wave of AI.
- If We Want AI to Help HR, HR Has to Join the Conversation — Engineers are designing AI systems to address problems that are rooted in the very systems HR understands best.
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