Human vs. Bot

“Human Vs. Bot” — In this edition of #StrategyIRL, Nyla Beth Gawel of NBG Strategy Consulting explores the evolving balance.

May-cember [may-sem-ber]: the manic time of year when parents find themselves drowning in end-of-school activities, sporting events, concerts, awards, teacher appreciation days, promotion/graduation rituals, bake sales, summer camp paperwork, and Memorial Day plans. - Dictionary.com

This portmanteau reference to the hectic times of year - December and now May - is acutely strong in the Gawel household. Amidst all the hectic activities, one that has caused perhaps the most ‘drama’ has been the travel sports tryout sagas, especially in soccer. 

My daughter, a striker whose sprint speed has slowed despite strong running stamina, was offered a center-mid position. Oh, the drama! The coach is quite excited to have her in that position where her footwork, game strategy, and stamina will be an asset.  But… it’s not striker. 

Enter #StrategyIRL mama moment to talk about the real reason we have diversity in organizations. Getting a diversity of skills for a team, each bringing unique talents, is how you win. The irony of this discussion is palpable: “diversity” leads to success, even when the word in my professional roles seemingly is now a policy (and persona) non grata. My daughter’s replacement as a forward due to her lack of sprint speed is akin to so many workers whose talents simply can’t keep pace with the newest corporate tool: Artificial Intelligence (AI). 

AI Challenge on the Rise: Human vs. Bot

The rapid evolution of AI has sparked an existential workforce debate, shifting the conversation from traditional workforce diversity concerns to a fundamental question: human vs. bot. As automation and AI-powered solutions replace human labor in various industries, businesses face a complex challenge, how to integrate AI for profit while mitigating its flip side of economic impact: a displaced workforce. The companies that navigate this transition effectively will focus on three key strategies: skill development, expectation setting, and investment in tools.

AI and Workforce Displacement For years, corporate conversations around workforce composition revolved around igniting innovation through increasing tech talent and diversity. Recent US policy-directives have removed diversity initiates in the public sector and are being adopted across the private sector as well. That leaves organizations with the need to still embrace diverse thinking in how it pushes boundaries, advances innovation, and promotes economic advancement - all with a lagging workforce that often lacks advanced tech skills.

Enter the irony: worrying about affinities based on gender, culture, etc. rather than focusing on human displacement. 

As AI encroaches on traditionally human-dominated roles, the central concern is shifting to human workers versus automated systems. The ethical, economic, and operational implications of AI-driven displacement are forcing leaders to reconsider workforce planning and talent retention strategies.

AI adoption is no longer a question of if but how. Companies looking purely at cost-cutting risk alienating employees and customers alike. The next evolution of work must find equilibrium between technological efficiency and human contribution, ensuring AI enhances rather than displaces human potential.

"The key to AI integration is not about replacing humans but empowering them to be more productive and efficient," says Erik Brynjolfsson, Director of the Stanford Digital Economy Lab. "Companies that invest in augmenting human intelligence with AI will see the greatest long-term benefits."

Three Strategic Focus Areas for Increasing Innovation Diversity with AI

1. Skill Development

AI is redefining job requirements, making continuous learning essential. Organizations should:

• Invest in AI literacy programs for all employees;

• Encourage cross-functional skill development to increase workforce adaptability;

• Partner with educational or community institutions for upskilling and reskilling initiatives.

"AI is changing the nature of work, but the most resilient workers will be those who develop adaptable skills and embrace lifelong learning," explains Andrew Ng, co-founder of Coursera and AI thought leader.

2. Expectation Setting

Uncertainty breeds anxiety. Companies must set clear expectations regarding AI’s role:

• Define AI’s purpose in company strategy and operations - where is it allowed and encouraged vs. off-limits (to avoid putting sensitive information ‘out there’);

• Clarify the future of human roles, ensuring employees understand how their contributions evolve alongside AI;

• Foster a culture of adaptability where AI is seen as an enhancement rather than a threat.

"AI is not a job killer…" says Noelle Russell (Microsoft MVP, AI) , AI Executive & Advocate in a 2024 interview with Pure AI. "...It is a human enabler. Rather than simply focusing on the impact of this technology on jobs, it’s important to look at every role and examine the tasks being performed. At least 20 percent of tasks in any given role can be automated to allow for the human in that role to elevate their work and complete higher-level human tasks."

3. Investment in Tools

AI implementation isn’t just about automation, it’s about augmentation. Businesses should:

• Equip employees with AI-driven decision-making tools;

• Use AI to streamline workflows, freeing humans to focus on high-value tasks;

• Invest in user-friendly, secure AI interfaces that support seamless human-machine collaboration.

"AI should be seen as a business enabler, not a replacement for human ingenuity," says Stephanie Trunzo, AI & Digital Transformation Leader. "Companies that prioritize human-centered AI strategies will create long-term value and drive industry leadership."

Conclusion: Diverse Innovation and Problem-Solving Remain Constant Priorities

Despite AI’s disruptive potential, core business principles remain unchanged: tapping into diversity of thought to innovate and problem-solve for success. AI should be viewed as a tool to enhance these principles, not replace them. Companies that use AI to improve customer experience, operational efficiency, and service/product innovation will maintain a competitive edge without compromising workforce integrity.

At home, we’ll see this guidance first hand as my daughter wraps her head around being a center midfielder. To stay competitive, she needs to adapt to the environment and develop the skills for a new position. She wants to be part of a winning team, so recalibrating expectations on roles and alignment, coupled with embracing the coach’s ability to use new ‘tools’ (players) effectively, we hope proves successful for another year of travel club sports. Watch out for Potomac 2013!