We hypothesize that there are a lot of people who have previously been excluded from the workforce for a wide range of reasons who are now in a position to be part of it. This ranges from relatively to low skill to highly specialized and talented.
It can also be referred to as organizational metacognition, or knowing what an organization knows and how it acquires that knowledge (learning). If the medium is the message, then knowledge, by it’s function, transforms. As we learn, we change, as new knowledge potentially impacts everything we do.
Yet over the last few years, the AI hype machine has started to falter, and the mystique surrounding AI has waned. That doesn’t mean the technology will go away, far from it. However our understanding of it, and more importantly our relationship with it, is starting to evolve substantially.
Move fast and break things? Is that not the pandemic strategy we’re now seeing in action? Of all the buzzwords from the pre-pandemic world, disruption may be one of the few that remains constant and demonstrates longevity. It remains a desirable ability, a force to understand, and a process to heed.