"Grasping the opportunities and managing the challenges of the
Fourth Industrial Revolution require a thriving civil society deeply
engaged with the development, use, and governance of emerging
technologies. However, how have organizations in civil society been
responding to the opportunities and challenges of digital and emerging
technologies in society? What is the role of civil society in using
these new powerful tools or responding to Fourth Industrial Revolution
challenges to accountability, transparency, and fairness?" World Economic Forum
Is automation the current answer to all of our problems? When will the research tell us the true impact of too much "Screen-Time" on our brains? What will be the next terror incident in our society, that is "broadcast live" over the Internet?
These questions and more, are on the minds of community leaders in government, the R&D scientists and also the Chief Operational Risk Officer of your organization.
Our cultures, innovators and tools are on a major collision course, that will prove to be more challenging than we could ever have anticipated. Even those working in the early days of the IBM Watson project, would probably tell you of their fears of the future.
Yet our youth across the globe, are being submerged in technology and software interfaces so early in life, that they may not learn how to think or work in manual/analog mode. They will only have the creativity to code or to automate with software, unaware that history may have accomplished some of the same tasks without software, hundreds of years ago.
How might the older generations teach the younger generations about the way it used to be done? Why would we even try to do this in a more manual method or process? To provide context and generate cognitive creativity.
The truth is, that educators believe that innovation of technologies is driving their curriculum and our communities own economic development. The impacts of automation and technology are being continuously researched in the wave of change known as the "Fourth Industrial Revolution".
These trends have significant risk implications on our workforce and the future opportunities of the vocational education and training of our future force. This is clearly evident across our communities, business entities, military service and government policy.
The rapid adoption of digital innovation has impacted the requirements of certain knowledge workers to be more versatile. They must be more adaptive, collaborative and have expanded skill-based capabilities for problem-solving.
Do not underestimate the importance of the soft skills and people skills for continuous development and reducing risk. Simultaneously, we must understand the impact of advanced technologies on our workforce and the real opportunities in leveraging our neurodiversity assets.
How might we better understand the diagnostics of our own human capital, to leverage and apply the right people, with the correct technology, in the most compatible job?
What is your business, military branch or government agency doing today to cross-train and educate your employees?
When was the last time you put your STEM engineering group, through a soft-skills course on communications? How might your business development team, become immersed in the new design for a next generation digital tool?
So what?
The Operational Risk before you is all about people and your evolving human capital. When was the last time your Board of Directors contemplated the interaction with your Human Resources department and the workforce recruitment processes?
When was the training of new hired employees and even employees with 1, 3 and 5 years or more of tenure focused on new soft-skills? New skills and techniques for Collaborative Dialogue, Negotiation or Management Coaching?
The human capital risks in your organization are changing rapidly and they are not always about automation and disruptive technologies.
The greatest risk to you and our society is your managements failure to recognize and apply, what you have learned about your people...
Is automation the current answer to all of our problems? When will the research tell us the true impact of too much "Screen-Time" on our brains? What will be the next terror incident in our society, that is "broadcast live" over the Internet?
These questions and more, are on the minds of community leaders in government, the R&D scientists and also the Chief Operational Risk Officer of your organization.
Our cultures, innovators and tools are on a major collision course, that will prove to be more challenging than we could ever have anticipated. Even those working in the early days of the IBM Watson project, would probably tell you of their fears of the future.
Yet our youth across the globe, are being submerged in technology and software interfaces so early in life, that they may not learn how to think or work in manual/analog mode. They will only have the creativity to code or to automate with software, unaware that history may have accomplished some of the same tasks without software, hundreds of years ago.
How might the older generations teach the younger generations about the way it used to be done? Why would we even try to do this in a more manual method or process? To provide context and generate cognitive creativity.
The truth is, that educators believe that innovation of technologies is driving their curriculum and our communities own economic development. The impacts of automation and technology are being continuously researched in the wave of change known as the "Fourth Industrial Revolution".
These trends have significant risk implications on our workforce and the future opportunities of the vocational education and training of our future force. This is clearly evident across our communities, business entities, military service and government policy.
The rapid adoption of digital innovation has impacted the requirements of certain knowledge workers to be more versatile. They must be more adaptive, collaborative and have expanded skill-based capabilities for problem-solving.
Do not underestimate the importance of the soft skills and people skills for continuous development and reducing risk. Simultaneously, we must understand the impact of advanced technologies on our workforce and the real opportunities in leveraging our neurodiversity assets.
How might we better understand the diagnostics of our own human capital, to leverage and apply the right people, with the correct technology, in the most compatible job?
What is your business, military branch or government agency doing today to cross-train and educate your employees?
When was the last time you put your STEM engineering group, through a soft-skills course on communications? How might your business development team, become immersed in the new design for a next generation digital tool?
So what?
The Operational Risk before you is all about people and your evolving human capital. When was the last time your Board of Directors contemplated the interaction with your Human Resources department and the workforce recruitment processes?
When was the training of new hired employees and even employees with 1, 3 and 5 years or more of tenure focused on new soft-skills? New skills and techniques for Collaborative Dialogue, Negotiation or Management Coaching?
The human capital risks in your organization are changing rapidly and they are not always about automation and disruptive technologies.
The greatest risk to you and our society is your managements failure to recognize and apply, what you have learned about your people...
