Machine Human collaboration path starts with defining guidelines

Humans are in the driving seat, so get to decide the rules of the collaboration setting. However, as the arrangement evolves, machines may also start taking autonomous execution and restricts flexibility.  

   

Overarching principles and design guidelines 

1. At all times, HR has to be aligned with business goals and organisational stated values.  Talent is a key strategic asset, and its acquisition, growth, deployment for business goals is the core non-negotiable accountability.
2. Building a positive work environment, with shred sense of equity and fairness to maximize productivity and satisfaction remains core.  
3. Accountability towards Legal, ethical, and policy compliance across geographies, especially in multi-sector environments, is non-negotiable.
4. All decisions recommended by Machines (AI) should be explainable and may require human review — especially in critical or ethical contexts. 
5. There should be Intelligence-Led Decisioning ie decisions to be informed by predictive insights, prescriptive analytics, and scenario modeling provided by machines.
6. Agent-Led Execution of the repetitive and logic-based tasks. There is openness to redefine the present processes, workflows and decision rights to make tasks amenable to agent led delivery.  
7. Continually strive towards hyper-personalisation, based on profile, experience, interest, intent, and opportunity capture
8. High standards of Digital Ethics and Transparency supported by Clearly define data boundaries, model transparency, and ethical standards for use of employee data and AI-led decisions
9. Modular & Platform-Based Architecture, allowing for easy integrations with other systems and introduce agents. 
10. Reimagination and experimentation approach supported by feedback loops to continue evolving and moving on the evolution trajectory
11. Pace and realm of transition to accommodate employee's adaption challenges, keeping intact trust while managing negative associations like privacy concerns, algorithimic bias or over de-humanisation. 
12. There is always human escalation path available for any automated processes.      

Translating these principles and guidelines into action would require setting up new institutional structures like joint ethics and governance committees and cross functional teams, enhanced role of CHRO, CDOs and other leaders.  

Besides, this would require reimagining of the role of HR workforce as they share their work with machines going forward.       

What is state of your mental Health? A self-check toolkit.

 While we go for regular physical health check-ups, even if otherwise ok, we seldom do mental health checkup! Authors cum practitioners  like Alain De Botton, Dan Arley, Adam Grant, Jordan B Petterson and Browen Berne, do share some insights which can often be collated as barometer for self-checking the state of ones’ mental health. I wander what would a self-check mental health barometer looks like!  

Shy of asking Chatgpt or google, here is my list:

1 Are you able to consciously edit various thoughts emerging in your mind, to select the empowering ones and discard the debilitating ones?  It does not entertain thoughts that reminds us of our unworthiness or fuel the feelings of regret, remorse, resent or conceit.               

2 Are you able to retain the general trust in goodness of humanity and reconcile with selfish acts at the individual level?

3 Can you resist the temptation of comparisons to others, either to feel good or bad?

4  Recognize the unreasonableness of cheerfulness as the only desirable end-state state, and any other as sub-optimal?  “Worldy” people are likely to be less happy than they seem. 

Albrecht Durer (1493)

5 Realise that every explanation that looks plausible may not be real, and that randomness could as well be the real reason?  Not every unsuccessful man is so, because of laziness or stupidity.

6 Able to compartmentalize thoughts and emotions and maintain sense of proportionality of response to the situation.

7 Able to recognize fear as state of being and mange it through recognition and additional dose of curiosity. 

8 In quest of seeking more, not to undermine what is already there.  Recognize that Every situation has the possibility of being worst! Can you express gratitude to crashed pillow that ensures good night sleep.   

9  Once in a while you remind oneself of transience nature of being, and its insignificant presence at cosmic level.

10  Are you comfortable with laying boundaries in relationships and can utter warm sounding but definitiveno, without affecting prevailing level of affection 

11 Appreciate the role of genes, parenting, and early childhood experiences in shaping us, but not hold to these convenient factors to defend your learnt helplessness or laziness.

How much you score and what is the ranking criteria- I cant say- but may be there is some realization where to focus to strengthen our mind!

Being Creative by Design

Everyone agrees that we need to be more innovative in our recommendations to clients to create greater impact.  However, despite rightful intent and efforts, there seems to be great variation in the quality of outcomes.  Some practitioners by experience or intellect are able to provide wider perspectives than majority.  So what does the majority do besides blaming education, experience or IQ?

I believe that conscious and rigorous employing of seemingly contradicting perspectives on any context can help us widen the universal set of possibilities leading to potentially better advice.  This is what we reckon as “being creative by design”.

Listed below are some of the perspectives (about objectives, strategy and execution) put forward by gurus that although contrarian to established thinking seems to be true as well in specific contexts.

1.    Stakeholders get motivated differently

• What motivates a professional manager may not motivate the owner of the firm.  Economists have always insisted on goal alignment between owners and professional managers under principal-agent theory. There is considerable debate on whether shareholder wealth maximization or stakeholder value generation should be the key objective functions of an enterprise.
• Further, managers and employees may get motivated differently.  Even in the same group, individuals may stand at different levels on the Missionary- Mercenary Orientation Continuum. 
• Off-course, there is need for an overarching objective that collectively reflects the aspirations of all stakeholders. But, for the message to engage, it should be able to connect to individual level legitimate aspirations as well.

Implications : Do not assume! Ascertain that every stakeholder’s priorities and expendables are well understood and the look towards achievement of Pareto Optimality.

2.     Selective Strategic Views are standalone traps

• Strategy formulation is essentially a creative exercise, an art that is being continuously scientisized through different frameworks, each approach providing a specific view towards strategy formulation.
• Unconscious of single view limitations, consultants often pick specific approach (framework) as favorites and apply it in all situations limiting the options.
• Ansoff matrix provides a sufficient framework for us to explore both the competitive and innovation orientation, provided we do justice to all the quadrants.  Return Driven Strategy framework is another broad encompassing framework.  

 

Implications :  It pays to consciously apply different views of Strategy Formulation to a situation to come up with diverse solution set.

Click here to view the complete article

You may like to further add to this list.