AI in the workplace – the genie is out of the bottle!

(Disclaimer 1 – this article was NOT generated or enhanced by any AI intervention)

(Disclaimer 2 – Such disclaimers may very well become the norm – watch this space!)

Just like every other occupation or profession, HR and ER professionals are faced with a plethora of new challenges following OpenAi’s decision to release ChatGPT and to make this ‘new toy’ available to one and all. This is certainly the topic of the day on many discussion boards, and many of the discussions seem to be centred around either the ‘novelty factors’ or the often ‘doomsday’ style existential threats that AI presents to humankind in general and to entire businesses or professions.

Questions keep circulating, such as – Which of our jobs will be replaced by AI? How many redundancies are we going to be facing? Will our products or services be required for much longer? How can we make use of this incredible new technology in our day-to-day tasks? ……. This is all well and good – we must continue to have those discussions and to prepare for different scenarios as they develop and we all need to somehow keep up-to-date with the technology as it evolves exponentially – this train has long left the station and is not stopping for anyone!

Keep in mind – it is not AI that will be making most people redundant but rather it will be the person who learns how to use AI better than others who will.

Besides learning how to use the technology and simply keeping abreast of this new world as it unfolds, as HR and ER professionals we must also consider what policies need to be put in place around the use of AI in the workplace. Some companies are reported to have essentially banned the use of AI and have issued a “DO NOT USE” Policy.

The majority, however, still seem to be taking a ‘wait and see’ attitude until the muddied waters churned up by the rapidly developing landscape settle, knowing that all the while they remain exposed to the as yet uncontrolled risks to the business presented by employees’ use of AI in their work.

Both these approaches are, in our opinion, flawed. The former will very soon be outdated and will either be impossible to police or will render the workplace adopting it totally unprepared for the new world order. On the other hand, not having a policy in place at all leaves the workplace exposed and unable to control the threats presented by the use of AI, whilst also not encouraging the ability to reap any of the benefits and opportunities on offer.

AI will continue to develop and will become more and more integrated with our everyday tools such as Google search, photo and video editing suites, Adobe Acrobat and every other tool and application that will refuse to become the 21^st century Kodak! The benefits of having instant access to vast amounts of data knowledge and computational intelligence cannot be underestimated in any way! To this end, some companies chasing this rainbow of a rapid 10X increase in productivity are now even making it mandatory for staff to make as much use of generative AI as possible in their daily tasks.

Love it or hate it, fear it or embrace it, AI is here to stay and is already very much part of the landscape. It may be challenging for some of us mere mortals to comprehend the new tech that is being churned out practically on a daily basis and to somehow keep up with the unbelievable advances in computational power and learning that is happening as we speak.

It is hard for us to imagine what some of the new models or updates announced perhaps just yesterday now allow us to do and what we are to expect in the future …. Not just 10 or even 5 years from now, but in the coming weeks and months! The tech experts do not need to use any crystal ball for this – the tools are with us already and, in many instances, the various artificial intelligence tools that have been or are soon to be, released, no longer need any human guidance or intervention as they continue to learn all there is to know – exponentially and without any human prompts!

The genie is well and truly out of the bottle and there’s no putting it back in.

So – What should an AI workplace policy include? How can we prepare a policy that both allows the harnessing of the huge opportunities that AI presents, yet protects the business from the very real risks and threats AI poses? We at Three60 Consult cannot proclaim to have the answer to this yet, although we are giving it a lot of thought and hope to soon have a generic AI Policy that can then be adapted to the specific opportunities and threats faced by different businesses.

Meanwhile we wish to start an open discussion amongst our LinkedIn community around the use of AI in the workplace and the importance and relevance of having robust policies in place. Please go to our LinkedIn page to share your thoughts/comments.

Mediations can now be completely remote via virtual alternatives, face-to-face, or a hybrid of both in-person and virtual. With so many options, deciding which format is the most effective and how to adopt the best approach brings challenges.

In this article, we explore how face-to-face mediation is still the more desirable option and its benefits, such as building connection and relationships, enhancing communication and, most importantly, developing trust, which is crucial for resolving conflicts.

The Case for Face to Face Mediation

A few weeks ago, when requesting face to face mediation for one of our clients, the representative on the other side proclaimed we were only seeking face to face, rather than via zoom, to inconvenience him. I was surprised by this response and it got me thinking more about the trade-offs we make when selecting a mode of mediation.

Traditionally speaking, mediation has usually looked like a large board room table, with chairs on either side and a space at the head of a table for a mediator. However, through the advancements of technology, remote mediations are now a viable option for parties which is utilised across the public and private mediation space.

While there is no doubt that virtual mediations can be beneficial for parties who are juggling logistics such as locational differences and tight timeframes, the benefits of face-to-face mediation remain significant and shouldn’t be forgotten.

In this blog post, we will explore how face-to-face mediation takes the trophy as the preferable mediation setting.

Enhanced Communication

One of the primary benefits of face-to-face mediation is the ability to establish clear and effective communication between parties.

Non-verbal cues, such as body language, facial expressions, and tone of voice, play a crucial role in understanding and resolving conflicts. In a face-to-face setting, participants have a clearer opportunity to observe and interpret these non-verbal signals, which can foster empathy, build trust, and facilitate a deeper understanding of each party’s perspectives and emotions.

These cues are also very important for mediators, as it informs and assists the mediator with knowing when to take a break for parties, deescalating conflict and how to counsel parties on options.

Trust and Rapport Building

Face-to-face mediation allows for the development of trust and rapport between disputing parties and the mediator. Trust is crucial in resolving conflicts, as it encourages open and honest communication, reduces defensiveness, and promotes collaboration.

The physical presence of the mediator can help establish credibility and build a personal connection with the parties involved. This can lead to a more cooperative and productive mediation process.

As the neutral third party, the mediator also has the important role of retaining control over the process and space. This often means managing parties to ensure that they behave appropriately and refrain from overexerting power over the other party. Being a physical presence empowers a mediator in such situations.

Emotional Support and Empathy

Conflicts often evoke strong emotions, and face-to-face mediation provides a conducive environment for emotional support and empathy.

The mediator can observe and acknowledge participants’ emotional states, offer reassurance, and guide them through the emotional aspects of the dispute.

Face-to-face interaction enables parties to share their feelings and concerns more openly, fostering a sense of empathy and facilitating the development of mutually beneficial solutions.

Flexibility and Adaptability

Face-to-face mediation allows for greater flexibility and adaptability to the unique needs of each conflict.

The mediator can adjust the process and techniques based on the dynamics, personalities, and cultural backgrounds of the participants. Flexibility in face-to-face mediation promotes customisation and tailoring of the process, which can enhance its effectiveness and increase the chances of reaching a satisfactory resolution.

Building Sustainable Agreements

In face-to-face mediation, parties have the opportunity to actively participate in creating their own agreements.

The interactive nature of in-person mediation enables brainstorming, negotiation, and joint problem-solving, leading to agreements that are more likely to be sustainable and enduring. The benefits of physically writing down options and exploring these on a whiteboard should not be overlooked!

Face-to-face mediation promotes a collaborative atmosphere, encouraging parties to consider their underlying interests and find mutually acceptable solutions, rather than focusing solely on rigid positions.

Conclusion

While remote mediation options have gained popularity and offer a good solution for parties who cannot be together for any number of reasons, face-to-face mediation offers numerous advantages that significantly contribute to its effectiveness.

The benefits of face-to-face mediation go beyond simple dispute resolution; they contribute to building healthier relationships and fostering a culture of open dialogue and cooperation.

At Three60 Consult we have a team of experienced mediators who are well versed in both physical and virtual mediations. If you have an employment relationship problem that you need assistance navigating, contact our team today to learn more about our conflict resolution options and mediation services.