14:30find these presentations. You don't find these
14:32business keys. They are still yet to
14:34be built.
14:36So, let's talk about
14:38companies buying into AI
14:40and deploying AI, because
14:42it's not like deploying a
14:44SharePoint server or 365.
14:46It's custom. It's down to each
14:47individual team, isn't it?
14:50Yeah, I mean, I would say a couple
14:52of things, and it would be great to get Tanuja's view
14:53on this as well. I mean, it's
14:56really expensive, right? So, I mean,
14:58we employ 365,000
15:00people around the world. The
15:02cost of giving everybody access
15:03to AI is
15:06eye-watering, but it's not just
15:08the cost of it. It's also the
15:10carbon impact of having everybody
15:12utilize AI. So,
15:13I think you have to be really clear
15:15around why you're using it,
15:17what you're using it for, and coming back to your
15:19use case. We have so many
15:22use cases, and I call some of them
15:23pet projects, because actually
15:26you really need to focus
15:27on the AI. And AI is not
15:29homogenous, right? There's all
15:31different elements of, you've got generic
15:33AI, you've got specific AI,
15:35and you need to be really clear
15:37around what is going to benefit
15:39you as an organization,
15:41and how do you get that deployed
15:43in a way that
15:45gets the maximum benefit.
15:47And I, I mean, I was just saying in the green
15:49room there, I mean, I had my AI
15:51license taken off me at work, because
15:53I hadn't properly done the training.
15:55Right. And actually, it did
15:57make me go back and do the training, but you
15:59really have to monitor, and you really
16:01have to be clear about the
16:03real benefit it's going to drive.
16:05Did you miss its loss?
16:07Yeah, I did. I did.
16:09Because it was summarizing all my meetings,
16:11and I put a load of, we do have
16:13a secure environment that we
16:15operate in, but I used to put a
16:17shed load of paperwork through it, and it used to
16:19summarize it for me. I mean, it had a few
16:21hallucinations, but you know, apart from that,
16:23it was, I did miss it. Can I just,
16:25yeah, so look, obviously, absolutely
16:27agree with Carol. A couple of quick
16:29points I will make. I do think
16:31it is about de-stigmatizing
16:33the technology, and I'm talking now
16:35much more about large legacy businesses
16:37that are trying to pivot to this world.
16:40De-stigmatizing
16:41the technology is quite important, and that's
16:43basic education, basic awareness,
16:45just putting it out. You will
16:47be amazed, or you won't be, the number
16:49of senior leaders who are absolutely
16:51terrified about what this means to them,
16:53and their jobs. So there is a piece around
16:55education and awareness that extends to all.
16:59Prioritization, and ruthless
17:00prioritization. You know, I was
17:02in the U.S. last week meeting loads of our
17:04clients. Everyone spoke to me about, we've got
17:06200 Gen AI experiments. Somebody said
17:08700 Gen AI experiments. Honestly,
17:11if you're experimenting
17:12for anything, more than three
17:14and five, or three or five things
17:16in a very intentional, purposeful
17:19way, you are not going to be able
17:21to generate proof points around
17:23productivity. So ruthless prioritization.
17:25And the third thing, which I think is
17:26absolutely critical, is skill
17:29building. And, you know, this is...
17:31Soft skills?
17:31Well, I have a massive
17:33peeve. As I told you, I have a pet peeve.
17:35There's nothing soft about
17:37creativity, innovation, leadership,
17:39managing immunity, and change.
17:40They are human-centric skills. And our point
17:43of view is that with
17:44Gen AI, as
17:46the shrinking half-life of
17:48technical skills we talk about, it's
17:50going to be the human-centric
17:52skills that are going to become incredibly
17:54important. Because ultimately, for this
17:56collaboration between technology
17:58and humans to work, humans
18:01need to know how to work with the
18:02technology. And that's as much about creative
18:04problem solving, understanding of risk,
18:07black box thinking, you know,
18:08how do... All of those skills become incredibly
18:10important. So the skill building that we are doing,
18:13you know, are working towards on both
18:14technical and human-centric,
18:16I think is the third leg of the school
18:19stool, which is quite critical.
18:20Information in your new book?
18:23Carol?
18:24Your new book?
18:25Oh, yeah. So look, I mean...
18:27Sorry, I just...
18:29You know, I've got a book
18:30coming out fall this year, which sort of
18:32focuses on becoming a skill-based organization.
18:34And the idea that
18:36the way companies are structured today is
18:38largely a product of the second industrial revolution
18:40factories came up, and you have org design,
18:42org structures, job descriptions.
18:45Ultimately, if you are to work in the world
18:47where it's going to be about
18:50coexistence between technology and humans,
18:52organizations need to fundamentally
18:54become much more skill-based
18:56to be able to unlock the productivity
18:58and drive innovation.
19:00What about curiosity?
19:01Because it seems like a big shift
19:04is going to need to be...
19:05If AI is handling all the rote tasks,
19:08we need employees being more curious.
19:11Yeah, I mean, I would say...
19:13And to kind of all of the human-centric skills
19:16that Tanij talked about,
19:18kind of innovation, adaptability,
19:20resilience, curiosity,
19:22all of those things are going to become
19:24more and more important for humans.
19:26And I think what's really interesting is
19:28today we measure people quite often on input,
19:31and we measure people on their technical ability.
19:34and that all has to change.
19:36So we at PwC are completely rethinking
19:40how we hire, who we hire,
19:43how we promote, what skills we need.
19:45We are very much going to a skills-based organization,
19:48partly because if you go to kind of technical
19:51or professional qualifications,
19:53you limit the market in which you can tap into.
19:57Whereas if you go to a skills-based approach,
20:00suddenly the market is enormous for you,
20:03and you start to recruit people
20:05that have those human traits
20:07that you really need to evolve,
20:10disrupt, and adapt the organization forward.
20:12Is it going to change the sort of degrees
20:14that companies start looking towards?
20:17I mean, are we going to be looking at
20:18more humanities-type degrees, philosophy?
20:20Well, possibly.
20:21I mean, we, even at PwC,
20:24we basically now do a start program
20:29where people who could go to university
20:31but have decided not to,
20:33that want to come straight into work.
20:35And those individuals are amazing, right?
20:38So we very much looked at, one,
20:41how do we create more social mobility?
20:44Because the danger with all of this technology
20:46is you can re-skill the skilled,
20:48but actually the unskilled.
20:51If we don't get it right,
20:53we create a much bigger divide
20:55than we've got today.
20:56I'll just say this is why the work
20:57that Nick and his organization does
20:59and what he does is so important
21:01because I think one of the risks
21:03of the world that we are in
21:04is the gap between education and employability
21:06is wider than it's ever been before.
21:09And one of the things I speak quite a bit,
21:11because look, we haven't got into
21:13the fear of job losses.
21:15For a lot of our employees,
21:16there is nervousness.
21:17I'm going to leave.
21:18And I talk quite a bit about
21:20the role that big businesses play
21:23in bridging the gap between education
21:25and employability,
21:26partnering with organizations
21:27such as yourselves, Nick.
21:28And the point that I make to our organization
21:31is no more big organizations
21:32are just in the business
21:33of generating employment.
21:35They should be in the business
21:36of generating employability,
21:37which is a very, very different thing
21:39because when you're focused
21:40on employability,
21:42you are really helping your colleagues
21:44build the skills
21:45that they need in the future of work,
21:47either in your company
21:48or somewhere else.
21:49To add to that,
21:51so it's really interesting
21:52and I couldn't agree more.
21:55Employability should be put in the criteria
21:58when we measure the social responsibility
22:00of companies.
22:01I have that conversation
22:03with the CIHR a lot
22:04because with our system,
22:06as I said,
22:07we now build skills metrics
22:09for the company
22:10and position the employees.
22:13Once you've done that,
22:14you can look at,
22:15can you upskill people?
22:16So basically,
22:17can you make them even better
22:19at what they're doing?
22:20or do you need to reskill some of them
22:23because the company is moving
22:25from being a car company
22:27to an electric car company
22:29so you have 10,000 engineers
22:30you need to move
22:31from a certain skill set
22:33to another skill set.
22:34So you need to reskill them
22:35and so what you do
22:37in these two cases,
22:38you compare the skills
22:39of your workforce
22:40against either their next job,
22:43their current job,
22:45so in the upskilling case,
22:47their current job,
22:48in the reskilling job,
22:49in the reskilling case,
22:50their next job
22:51and I always say
22:53you can do the employability use case
22:56where you compare
22:57against the job market
22:58and you look at the gap
23:00between your workforce skills
23:01and the job market.
23:03Few companies are doing that
23:04at that point,
23:05at least in our,
23:06we have 2,000 customers
23:07but some are doing that
23:09and I believe in the future
23:10where maybe even at some point
23:12the data
23:13and we would love to be
23:15someone,
23:16a vendor who can do that
23:17but at that point
23:18it's complex
23:19for many privacy reasons
23:21but at some point
23:22maybe all that data
23:23can be put in common
23:24and we can manage
23:25the whole economy,
23:27right,
23:28skills.
23:28That would be
23:29a skills-based economy.
23:31Yes.
23:32Yeah,
23:32it's fast.
23:33I mean,
23:33there was a lot
23:34we didn't discuss
23:35especially around demographics
23:36and working with AI.
23:38Carol and Tanja
23:39are talking about this
23:41tomorrow
23:41during a session
23:42on the PwC booth
23:44so I recommend
23:44checking that out
23:45if you want to hear
23:46more about that.
23:47We've had a look,
23:48we've had a response,
23:49you guys have said
23:50you'd be quite happy
23:51to work with an AI colleague
23:53and given that Microsoft
23:54is putting GPT-40
23:56in pretty much
23:57every desktop
23:58through Microsoft Copilot,
23:59you might not have a choice.
24:02Thank you.
24:04Thank you.
24:04Thank you very much.
24:05Thanks.
24:06Thank you.
24:07Thank you.
24:07Thank you.
24:07Thank you.
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