The Future of Work in a Digitally Transformed Enterprise

I've been diving into the latest AI Jobs Barometer from PwC, along with several recent articles. One thing is clear: AI is no longer just automating low-value tasks. 👉 𝐈𝐭'𝐬 𝐭𝐫𝐚𝐧𝐬𝐟𝐨𝐫𝐦𝐢𝐧𝐠 𝐭𝐡𝐞 𝐯𝐚𝐥𝐮𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞𝐬 𝐛𝐫𝐢𝐧𝐠 𝐚𝐧𝐝 𝐫𝐞𝐬𝐡𝐚𝐩𝐢𝐧𝐠 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐢𝐞𝐬. Some numbers that really stand out: • 3x faster revenue growth per employee in industries adopting AI. • +56% salary premium for workers with AI-related skills. • Required skills are evolving 66% faster than just a year ago. • All industries, even mining and agriculture, are now adopting AI. • "Automatable" jobs are not disappearing. They are evolving into higher-value roles. • Demand for degrees is falling, while demand for fundamental, current skills continues to rise. As Ilya Sutskever said, "AI will keep getting better, and the day will come when AI will do all the things that we can do." 👉 𝐖𝐞 𝐦𝐚𝐲 𝐧𝐨𝐭 𝐤𝐧𝐨𝐰 𝐞𝐱𝐚𝐜𝐭𝐥𝐲 𝐰𝐡𝐞𝐧 𝐭𝐡𝐚𝐭 𝐝𝐚𝐲 𝐰𝐢𝐥𝐥 𝐚𝐫𝐫𝐢𝐯𝐞. 𝐁𝐮𝐭 𝐭𝐡𝐞 𝐝𝐢𝐫𝐞𝐜𝐭𝐢𝐨𝐧 𝐢𝐬 𝐚𝐥𝐫𝐞𝐚𝐝𝐲 𝐜𝐥𝐞𝐚𝐫. Here are some key reflections for business and talent leaders: • The priority is no longer automating the past. It is rethinking how value is created in the age of AI. • Organizations that build trust in AI and take a strategic approach will lead. • AI is a powerful driver of productivity. But without strong investment in skills and role redesign, it risks increasing inequality and internal tensions. • Continuous learning is now a must to stay competitive. • Core skills need to be refreshed every 12 to 18 months to remain relevant. The future of work will not be managed. It will be fought for. Professionals and companies waiting for someone to hand them a playbook will miss the moment. 👉 𝐓𝐡𝐢𝐬 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲. 𝐈𝐭 𝐢𝐬 𝐚𝐛𝐨𝐮𝐭 𝐬𝐮𝐫𝐯𝐢𝐯𝐚𝐥. And AI is not going to wait. P.S. If you're interested, here’s the link to the full PwC report: 🔗 https://lnkd.in/emeTQPVA #FutureOfWork #AI #TechTrends

The future of work isn’t coming. It’s already here. In a conversation with HR leaders today, one thing became clear: the real transformation isn’t just about AI tools... It’s about people, trust, and new ways of working. Three shifts every HR leader should have on their radar: 1. From roles to relationships. The idea of humans and AI agents becoming teammates. Designing how they collaborate will be core to workforce strategy. 2. AI is the new workforce. It’s time to think beyond talent management. HR must learn to onboard, govern, and even performance-manage AI. 3. Culture is everything. Adoption won’t come from tech. It will come from trust. Culture is now the operating system for Human–AI collaboration. Resonance AI defines the future of work as hybrid, not just people and AI, but a new kind of partnership.

By 2030, 70% of the skills needed for jobs will have changed. Aneesh Raman, Chief Economic Opportunity Officer at LinkedIn, recently shared key insights on AI’s impact on the workplace: 70% of today’s most in-demand jobs didn’t exist 20 years ago. 75% of global knowledge workers are already using AI, but only 39% have received training. 31% Increase in U.S. executives prioritizing people skills over technical skills since 2018. 70% of skills required for the average job will have changed by 2030. 4 phases following technological advancement will occur: disruption, job transformation, emergence of new roles, and the establishment of a new economy. Although these statistics may seem alarming, we need to move beyond fear and seize the opportunity to reimagine work. Here’s how we can do that to achieve a pro-human workplace 1. Stop Talking, Start Using AI: Leaders need to integrate AI into daily workflows and focus less on talking about AI and more on showing its potential. 2. Adopt a Skills-First, Learning-Led Approach: Titles are becoming less relevant as jobs evolve into a set of tasks; focusing on skills enables teams to adapt. 3. Prepare for Flat Organizations: The future of work is collaborative and cross-functional, with a blurred line between traditional roles. Raman suggested that managers should focus on developing human potential, likening their role to that of a coach. As Raman put it, “It’s not the robots that are coming, it’s the humans.” In this new era, it’s up to us to build systems that empower people to bring the fullest version of themselves to work, fostering a workplace culture that values both emotional and intellectual human qualities.

This is a 𝗺𝘂𝘀𝘁 𝗿𝗲𝗮𝗱 for anyone interested in the #FutureOfWork and the role that generative #AI #agents will play. Microsoft analyzed survey data from 31,000 people across 31 countries and combined insights with LinkedIn labor market trends, trillions of Microsoft 365 productivity signals, interviews with AI startups, academics, economists, scientists, and thought leaders to develop a picture of what the future of work may look like. There's so much to unpack - some quick highlights: - they envision "frontier firms" with hybrid human-agent teams - a new role for everyone: "agent boss" - ideal human-agent team ratios - "intelligence resources" emerges to manage digital labor at scale - "work chart" replaces "org chart" I recently posted about the need to rethink "human resources" when we now have non-human resources able to perform knowledge work. Microsoft believes some companies will blend HR and IT or create new leadership roles like "Chief Resources Officer" responsible for managing the optimal balance of human and digital/AI labor. Regarding the "work chart" concept, Microsoft's report shares that "Until now, companies have been built around domain expertise siloed in functions like finance, marketing, and engineering. But with expertise on demand, the traditional org chart may be replaced by a Work Chart - a dynamic, outcome-driven model where teams form around goals, not functions, powered by agents that expand employee scope and enable faster, more impactful ways of working." So much food for thought in this excellent report. Have a read, share with others, and please let me know your thoughts! This is without a doubt the most exciting time to be anywhere within HR. At the same time it is also deeply concerning, given that 33% of companies are planning on using AI to reduce headcount, and I think that this % will only increase. https://lnkd.in/eUBCPhw4

Pairing teams and AI effectively is one of the most critical leadership opportunities of the next decade. Success won’t come from layering AI tools on top of existing systems. It will require thoughtful integration into real workflows, with a clear goal: empowering people to move faster, think more strategically, and deliver lasting impact. The future of work is one where AI and humans co-drive performance. Here are three strategies I believe will be key: ✔️ Let AI do the heavy lifting: Use it to triage, summarize, and surface patterns, then pass insights to humans for high-context decisions that move the business forward. ✔️ Start with high-impact roles: Embedding AI into areas like customer experience and sales creates fast feedback loops, measurable outcomes, and early wins that build crucial momentum. ✔️ Build smart handoffs: Design workflows where AI and humans stay connected through shared context, creating a loop that keeps people engaged, informed, and in control. The future of AI isn’t just technical. It’s organizational. And the leaders who get collaboration right will unlock unprecedented levels of clarity, velocity, and value. #AI #Collaboration #FutureOfWork

The future of work isn't about humans or AI. It's about how we work together. We’re entering an era where autonomous AI agents will not just assist, they will coordinate, decide, and act. But the real opportunity isn't in replacement. It's in collaboration. At Wayfair, I saw firsthand how combining domain experts, data products, and automation could shift entire workflows. But that was just the beginning. Imagine: ▶️ Digital agents triaging customer issues while humans focus on empathy. ▶️ AI copilots prepping analysis, so analysts spend time on decision-making. ▶️ HR bots personalizing onboarding while leaders double down on culture. This isn't sci-fi. It's already here, unevenly distributed, but accelerating. Over the next few weeks, I’ll share perspectives on: 📌 How to design for a human+digital workforce 📌 Why data contracts and ontologies matter more than ever 📌 What skills (and mindsets) will define the next generation of leadership Curious to hear: How are you thinking about the shift toward human-AI collaboration? #FutureOfWork #AIagents #DataLeadership #DigitalWorkforce #HumanInTheLoop

The future of work is here, and it’s a hybrid workforce of humans and trusted agents. Companies who are deploying AI agents to augment human employees are already seeing the limitless opportunities of digital labor. Take for example reMarkable, a company dedicated to bringing distraction-free digital writing to the world. reMarkable is growing at a rapid pace, and acquiring more customers than its human workforce can handle on their own. I sat down with Nico Cormier, the company’s Chief Technology Officer, to learn how Agentforce has eased their growing pains. reMarkable augmented their customer service reps with their first agent, “Mark”, who handles a large portion of incoming service requests and has even increased the company’s NPS score. After seeing Mark’s success, the company stood up its second agent, “Saga”, integrated into Slack, to enable more streamlined internal IT support for employees. With the help of Mark and Saga, reMarkable’s human employees can focus on higher-value, more strategic work, while digital labor takes care of routine and time-consuming tasks. The result? Increased efficiency, better customer satisfaction, and a more empowered workforce. With Agentforce, deeply integrated into Slack, companies like reMarkable are not just adding another tool to their arsenal; they’re creating a smarter, more intuitive way to work.