2030年工作的未来人才_AI与领导力变革高管战略手册_21页_1mb

Summary of "Future of Work 2030: Executive Strategies for Talent, AI & Change Leadership"

Core Content

The document "Future of Work 2030" explores the evolving landscape of work, focusing on how leaders can adapt and thrive in the context of AI and digital transformation. It outlines four key areas that organizations must address to remain competitive and agile in the coming years:

1. Change Leadership in the Era of AI & Digital Transformation
2. Redesigning Organizational Structure for Speed & Alignment
3. Future-proofing Talent: Planning, Development & Leadership
4. Building an Agile, Insight-Driven Culture

The document emphasizes that change leadership is not just about managing transitions, but also about understanding and addressing the emotional and psychological aspects of transformation. It highlights the importance of aligning organizational structure with strategic goals and the need for a culture that encourages curiosity, courage, and continuous improvement.

Main Points

• Change Leadership is essential in the AI era, requiring not only strategic planning but also emotional intelligence and a holistic approach to managing transitions.
• The Prosci ADKAR Model is used to guide change leadership efforts, addressing the 7 emotions associated with change.
• Organizational Design should be aligned with business strategy, considering capabilities, activities, structure, and interactions.
• Talent Planning involves anticipating future needs, developing in-house expertise, and creating a win-win scenario for both the business and employees.
• Transformational Leadership is key to building inclusive and agile teams, and it involves inspiring, aligning, and retaining talent through personalized development and clear communication.
• Agile Culture must be fostered through curiosity, fast decision-making, and psychological safety, supported by a Culture Maturity Curve that tracks organizational progress.

Key Information

• AI Integration: Nearly 50% of tech leaders say AI is fully integrated into business strategy, but only 30% have fully integrated it into operations.
• Job Impact: Up to 60% of jobs in advanced economies may be impacted by AI.
• Skill Gaps: 63% of employers identify skill gaps as the biggest barrier to business transformation.
• Change Mastery: Only 10% of companies have mastered how to scale GenAI to create value.
• Wavestone's Approach:
  • Change Leadership: Using the ADKAR model, Wavestone supports organizations through change by providing expertise and training.
  • Org Accelerator™: A 12-week program that enables rapid organizational transformation and performance improvement.
  • Talent & Succession Planning: Customized programs to align talent development with business growth and leadership needs.
  • Culture Development: Encouraging curiosity and agility, with tools and frameworks to support a culture of continuous improvement.

Practice in Action

Case Study 1: Healthcare Organization Digital Transformation

• Challenge: Uncertainty and lack of alignment during digital transformation.
• Solution: A 12-week change leadership plan with stakeholder engagement, role-based training, and a clear roadmap.
• Results:
  • Increased organizational awareness and acceptance.
  • Smooth adoption of new technologies.
  • Blueprint and templates for future change initiatives.

Case Study 2: Construction & Technology Company

• Challenge: Rapid growth and uncertainty in aligning with new strategies.
• Solution: Org redesign, succession planning, and leadership development programs.
• Results:
  • Improved productivity and efficiency.
  • Enhanced leadership integration and communication.
  • Comprehensive toolkits and strategic communications.

Case Study 3: Global Manufacturing Company

• Challenge: Uncertainty and resistance to a new multi-year strategy.
• Solution: Simplifying the strategy, creating communication channels, and supporting new leader integration.
• Results:
  • Developed a strategic glossary for clarity.
  • Created clear organizational communications and toolkits.
  • Introduced new communication channels and improved leader engagement.

Conclusion

The document underscores the need for leaders to be proactive, empathetic, and adaptive in the face of rapid technological and organizational change. Wavestone offers a range of services and frameworks to support these transformations, including change leadership, organizational design, talent planning, and culture development. By addressing both the human and operational aspects of change, organizations can future-proof their workforce and ensure sustainable success in the evolving workplace.

Authors

• Judy Johnson, Ph.D. – Partner, Wavestone
• Julia O'Donnell – Senior Consultant, Wavestone

Acknowledgments

• Alex Pointon, Partner
• Annie Mulligan, Manager
• Anthony Lembo, Manager
• Noriece Price Rose, Ph.D., Manager
• Peyton Riley, Consultant

Methodology

Wavestone leverages global expertise across multiple industries and countries to deliver comprehensive insights and solutions. Research is based on a variety of sources, including industry reports, government data, and thought leadership.

Additional Research and Insights

• Basiouny, A. (2025): Embracing AI: Are you a Doomer, Gloomer, Zoomer, or Bloomer?
• Marr, B. (2025): 15 Mind-Blowing AI Statistics Everyone Must Know About Now.
• Ospina, J. G. (2024): How to build the skills needed for the age of AI.
• Battista et al. (2025): The Future of Jobs Report 2025.
• Luther et al. (2024): What GenAI's Top Performers Do Differently.

About Wavestone

Wavestone is a global consulting firm with over 5,500 employees across 17 countries. It offers a wide range of services in strategic transformation, with a focus on creating positive and lasting impacts for its stakeholders. The firm is recognized as a Great Place to Work® and listed on Euronext Paris.