Why Human Relationships are Critical to the Success of The Automated Workplace...
Progress is inevitable. Technology has encroached upon every area of our existence and has transformed the world we live in and the way in which we do business; the way businesses and consumers interact and how colleagues communicate. As functionality has increased, downtime has reduced and the need for immediacy and the hunger to do more with less continues to grow at an exponential rate.
Of course, it is not the first time in our history that technology has created a significant sea change. From the industrial revolution to the information age, progress is part of our human lives. The key difference between then and now is the speed and frequency of the change and the extent to which people are readied to adapt and evolve.
With a rising number of companies admitting to have already begun the automation of their businesses there is an inevitable impact on the role of the human being in the workplace.
Adidas is spearheading this trend with their first robot only ‘speed factory’ in Germany and only time will tell whether this will become the business model of the future.
In the long term, rapid automation may indeed help organisations to make quicker decisions and improve productivity, quality and consistency but the impact on the workplace is potentially far reaching and could result in...
- Fewer people
- Redundant skill sets
- Irrelevant transactional leadership practices
- Singular job security diminishes
- Erroneous HR practices
- More connections
- Narrow and deep knowledge
- Insightful leadership
- Multi-faceted careers
- Congruence and meaning
Our article, which you can download by clicking here, explores these unintended consequences of automation in more detail.
So, what can organisations do to future proof their organisations?
Early adopters will benefit from starting to develop a sustainable coaching culture within their organisations, which will create the necessary conditions for the new breed of employee to prosper. In our article you can read about our 6 steps to creating a sustainable coaching culture.
1. Define what coaching means to your organisation
2. Know what you want it to do for you
3. Understand what would have to happen for it to land in your organisation
4. Prove it works
5. Engage your stakeholders
6. Focus on sustainability
By starting to create a sustainable coaching culture today, organisations will prepare their people for the organisations of tomorrow.