Last week marked my 12th year in the workforce since graduating college. While it feels like a long journey, I know it's still the early days of my career. Over these years, I've spent more than a decade in leadership roles. Recently, Oracle released a Global Workplace study highlighting the shift from fear to enthusiasm regarding AI in the workplace. As Butler Street is at the forefront of integrating AI skills into daily routines for recruiting, sales, and leadership, I was eager to discover the study's findings. It started predictably—people cited that AI gives them more free time (36%), helps them learn new skills (36%), and allows them to be more strategic (28%). But then, it presented something unexpected.
Among the 8,000 employees surveyed,
64% said they would trust a robot more than their manager,
and 50% have turned to a robot instead of their manager for advice. As someone who's dedicated most of their career to leadership, this was a tough pill to swallow at first. However, my perspective shifted. Instead of seeing this as a negative reflection on leadership, I see it as a growth opportunity for both leaders and team members. Leaders need to ask themselves:
What are we doing—or not doing—that causes our people to trust a robot more than us?
In a world where managers might compete with PhD-level bots, we should view AI not as a rival but as a complementary force.
AI is undeniably disrupting industries, particularly staffing. There's no use fighting it; embracing it is the way forward. When I see a stat like "64% trust a robot over their manager," I see a chance to improve as a leader and foster a more engaged workforce.
Here are three steps leaders can take to ensure their teams don’t fall into that 64%:
1. Understand Your Team’s Operating Reality
The staffing industry has seen ups and downs, and while 2024 was better than 2023, challenges persist. Leaders must recognize the daily struggles their teams face—like a salesperson starting a Monday with no meetings and relying solely on cold outreach. Acknowledging these realities helps in offering meaningful support.
2. Recognize Individual Working Styles
There’s no “one size fits all” in team management. Just as in fashion, what works for one person might not work for another. Leaders need to adapt their approach based on each individual’s needs and preferences.
3. Provide Feedback Early and Often
The idea that "no news is good news" doesn’t apply to team feedback. Clear, consistent feedback prevents ambiguity about performance and fosters growth. Use structured, observable methods to provide constructive feedback.
For individual contributors:
1. Technology for Transactions, People for Relationships
Leverage AI to handle routine tasks and hurdles. Tools like ChatGPT, Gemini, Copilot, Anthropic, and Perplexity can save time, allowing you to focus on what truly matters—building relationships with clients.
2. Lean on Leaders for the Complex Challenges
Early in my career, I often solved problems that my team could handle themselves. It felt good to be needed, but it wasn’t the best use of my time. Use AI for quick guidance or role-playing scenarios and save your manager’s time for more complex issues.
3. Balance AI Insights with Human Judgment
While AI offers valuable insights, it's crucial to apply your judgment and experience to decisions. AI can analyze data, but your unique perspective provides the context AI might miss. At Butler Street, we say
AI + EQ + H = Sales Success
Whether you're enhancing leadership skills or upskilling your team with AI capabilities, Butler Street is here to help. Every Butler Street training program includes proven processes and tools to strengthen the skills needed to excel in your role. And we provide best practices, effective prompts, and additional ways to utilize generative AI to accelerate the process and get results. We’ve even created AI coaches to help strengthen teams and reinforce concepts and processes. Contact us to learn more.
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