AI.

Introduction

Who We Are and Why We’re Here

So together with my two partners in my startup, Michael Alf is in Lisbon, Portugal, Rob Thurner is in London. We have been working in the field of AI for the better of the last two years in the field of education.

We conduct a lot of seminars with executives and students, mainly in senior graduates or postgraduates, to learn about leadership and then in separate sessions about AI and what we figured out was that everyone talks about leading AI but no one talks about leadership in the era of AI and that is what we tried to explain a little bit

Why Leadership Must Become Hybrid

better why does it have to become hybrid and we call our model the hybrid leadership model coming from hybrid but the why we replace with AI so it becomes hey Brit coming from marketing you need to have something you know which people might question I don't understand it and that's the icebreaker with you as an audience I don't have to go into the details why it is important right now in this year.

AI Speed Changes the Rules of Work

Just last week we learned that AI works 52 times faster than humans in most tasks, which means any task humans need to complete in four years, AI can do in four days.

What does that mean for us? What does it mean for

us as leaders in organizations where we were used to lead people and and organizational structures.

From Chatbots to AI Agents (and Soon Robots)

So we are in the era of chat box, RAC, AI agents, and the next one will be robotic agents.

Probably in half a year's time, in one year's time, robotic agents will be on this list as well, because it becomes affordable, because the more units they sell, the better the cost position.

Leading Organizations with People and Agents

If you think about your role as a leader in an organization, you will have maybe 5 ,000 agents and 5 ,000 people. In the past, leaders only had to think about leading people. Nowadays, they have to think about agents.

What is the payroll? What is the org structure? What are the functions? What are the job descriptions?

that has never been discussed that has never been published not in the western world and not in the eastern world so it's all about orchestration

Orchestration and the Coming Book

and we will launch this book very very soon and if you sign up to be in our community later on you will be the first to know

in the future we believe leaders will be orchestrators just like in an orchestra you will be the conductor of what is happening with AI and what is happening with humans.

What does this mean? Who is responsible? Who has which task?

Who can sign things off and who will be represented in court if something goes wrong?

It definitely will not be your agent, that is for sure. So we

have the human intelligence, we have AI assistance, we have AI agents and we have automated workflows and all of this will be to be led by you.

So we start in

From “Me” to “We”: What Leaders Must Learn

In chapter one, with the me, that comes from executive education. What does it mean for me?

What any leader, we forecast, predict, what every leader in an organization larger than five to ten people will need to do is sit in this room or another one to learn about AI. You cannot lead an organization without AI. Would you agree? In the future?

I mean, the future is basically today. So when I say future, it's not next year. right?

We started to write this book in late December last year, and we told ourselves that we do not have 12 months to write this book, because in 12 months' time, everyone will just nod and say, yeah, tell me something new. So, of course, we used AI to write the book faster,

faster, but in an ethical and intelligent way. So AI provides us the input for judgment, accountability, and meaning. What will not be delegated is values and ethics, would you agree, in an organization, culture.

Final accountability, who will actually be called by a lawyer, it will not be AI. And the human judgment in critical situations. This will remain human. Which leads us to the we.

Leading Hybrid Teams in Practice

How do we lead a hybrid team? You have a much broader leadership scope in the future. Whatever we learn at MBAs nowadays will not be enough.

Because you have to apply AI for your assessment of the performance at the end of the year. let's say Avik and I meet, I should use AI to prepare much better because Avik will prepare himself much better with AI as well.

You will have your list of I would like to ask for and by the way the market is giving me this so I need to be prepared as well.

People management. We still will lead human teams. Would you agree? Hopefully yes.

The larger the organization the more and depending Depending on the job, there will be people, and in some other jobs, there will be more AI.

New Leadership Domains: People, Agents, Workflows, Culture

AI agent management. Leaders need to understand the AI agent infrastructure.

At the moment, we are going, my colleagues and myself, my colleague at the moment is in Egypt. Another one is in Oman, and I am here.

And we WhatsApp each other and said, this is another cohort where the leadership and development team said, that we need to upskill them in AI, and they don't even know how a prompt works.

So the organization sets them up in a, let's say, advanced AI course, and in reality, they don't understand what a prompt is.

And then we start basically catching up the first morning, OK, let's go back to the CRISP model and other things in order to understand prompts.

Workflow management. Would you agree that AI massively changes workflow management?

Now, what about the people who have been working there for 20 years? Who created this workflow? Maybe on the shop floor. Let's not talk about offices only, about the shop floor.

Culture and change. The culture will change dramatically. The number of people will change and therefore the number of communications and interactions will change.

You as a leader, we say, will need to live in both worlds. You need to think like an AI agent and you need to be like the superhuman in the organization.

And then boundary management. Leaders establish the ethical AI guidelines. You cannot answer every customer request with AI and you need to be firm in telling your team not to do so.

The Hard Questions: Autonomy, Responsibility, Change, Risk

So if this is the orchestration, what are the questions for leaders in hybrid teams? Number one, how much autonomy do you give your team to use AI? Would you agree?

In any role, whether it's legal, HR, procurement, engineering, finance, you can go anywhere. How much AI are you allowed to use?

Secondly, who is responsible? And by the way, it will not be the CIO. And it will not be the chief AI officer either.

No one should actually apply for that. Maybe Charlie has answers for that later.

change management would you agree that change management is one of the major tasks of leaders

in the future it's massive I personally went through a couple of organizations amongst them Airbus Rolls -Royce Mercedes -Benz and when I joined the last one I won't mention the name now I asked them are you actually qualified in change management yes we had a two -hour training training once three years ago. We are well trained.

Would you agree? Is that a good training, change management? No.

So I actually decided to become a certified change management practitioner and what it showed me was that I knew very little about change management. I assumed I knew, but only from my organizations.

Now comes the AI perspective. And do you think AI can write a change management program? Can AI write you a change management program? Why not? Why not? Exactly.

You need to know the people in the organization, otherwise it will be an off -the -board or out -of -the -box program.

Number four, the risks. As a leader in these new organizations, you need to understand the risks you are actually getting exposed to, because your lawyers will ask you as well what are we actually mitigating here where are we in trouble and where can we outsource it or involve agents so that leads us to a framework every book must have

The ORBIT Framework for AI-Era Leadership

a framework so we have an orbit framework i wanted to call it norbit but my my two co -authors said this will definitely not be marketable so we call it orbit and i will give you how much time do we have?

Exactly 10 minutes. Thank you. I will give you the five -minute overview for the five letters, and then we have five minutes for Q &A.

ORBIT at a Glance

So let's start with orientation or orchestration, which is here.

O — Orientation / Orchestration

Leaders need to set the purpose. That's not new. Leaders always had to set the vision and the purpose.

But now, with an intent and the direction before people start working on use cases how many use cases and we will listen to our speakers later are created and the first thing they ask is what's the ROI before even knowing what the use

R — Responsibilities and Accountabilities

case is what is the orientation secondly responsibilities and accountabilities clearly define the ownership of the people in your organization when they use AI for example to automate a marketing campaign

Anyone in marketing? Wonderful. Are you using AI? A lot? More than two years ago? Of course.

So clients and customers in marketing now come back to us and say, can you please bring in people again because we would like to talk to a person rather than getting an AI programmed campaign for my brand, which doesn't understand the lingo, the DNA, the culture, the way we communicate.

Yes, the color code is fine, right?

B — Bridging AI and the Human Organization

Bridging. Bridging is my favorite. Bridging is connecting whatever we try to achieve with AI with the human aspect in the organization.

And that is the other two talks we will have today.

Bridging is that you as a leader need to understand AI better than any other leader. not better than the CIO but better than other leader and at the same time you need to be so connected to your people that they look into your eyes and trust you that we are safe we will be profitable we will grow we will be

ethical we have a future I only mentioned topics like universal income income, higher tax on land, on profits, on certain aspects of AI companies, and then the call for governance in countries.

Ladies and gentlemen, it's my belief that this is still years away, regardless whether we have a debate about that over pizza later. It is years away.

So leaders in organizations need to find a solution for their organization.

I — Integration Through Tools, Routines, and Training

Integration, well that is almost part of every good model. You need to integrate all of the solutions, tools, tech stack, routines through practice, learning, trainings.

Please come, you have to stand at syntax stage. And you need to to connect that with your orientation, responsibilities, and bridging.

T — Traction and Measuring Outcomes

And finally, of course, traction. You need to understand very well what you try to achieve and whether you achieve it.

That is not new in any other model. So this is the orbit model for leadership in the era of AI.

Why the Model Fails Without Balance (and Why It’s Continuous)

What we figure is that if there is one weakness in one dimension, the entire model can fall apart. which means for you as a leader you need to think in these five dimensions and it

continues its continuous orchestration because AI is changing and innovating faster than anything else we have seen in humankind how do we keep track does anyone can does anyone in the room is in a position to say I am absolutely on track what happened in the last 24 hours if yes you should be a speaker next time for sure and with this what I want to leave in this room today as thoughts is

Conclusion: Hybrid Leadership Is Not Optional

hybrid leadership is not optional we all have to become hybrid leaders AI does not replace leadership it actually takes it to another level where leaders have to present them prepare themselves on the weekend with the help AI with of AI for their week.

Organizations embrace this win on performance culture and sustainability and finally don't miss out on this.

This is the time where a speaker like me and I just broke the ice can reach out to the audience.

Next Steps: Connect and Follow the Book Launch

You can connect with me on LinkedIn or in our community in order to be the first ones to know about the launch of the book.