Introduction to the AI-Native Generation
The UK government has launched an ambitious plan to create a pipeline of AI-native graduates, with a focus on developing AI literacy from primary school to postgraduate study. This initiative aims to equip students with essential digital skills, ensuring they are fluent in the technologies shaping the future of work. As a result, organizations can expect to hire employees who are more fluent in emerging technologies than their managers.
Building AI Literacy from the Ground Up
The flagship effort is TechFirst, a £187 million program to embed AI education into the school curriculum and equip a million young people with essential digital skills. At university level, the government is funding master’s degrees in AI at selected institutions. According to Chris Herbert, Chief Curriculum Officer at Pluralsight, this new wave of talent will arrive in the workforce with skills that can look, to the uninitiated, almost wizard-like.
The AI-Native Workforce is Different
For business leaders, this means a workforce shift is already underway. Soon, you’ll be hiring employees who are more fluent in emerging technologies than their managers. These workers will expect workplaces that reward innovation, encourage experimentation, and let them flex their AI-enhanced capabilities. As noted by a recent NBER study, effective leaders of humans and effective directors of AI agents share similar traits, highlighting the importance of strong leadership in an AI-enabled future.
Five Shifts Organizations Need to Make
To leverage the talent that’s about to walk through their doors, organizations need to make several key shifts. These include:
1. Hiring: The fundamentals of hiring won’t change, but the premium on critical thinking and emotional intelligence (EQ) rises even higher. Good leaders are good leaders, whether managing silicon or carbon.
2. Onboarding: Traditional onboarding often focuses on the mechanics, but AI natives need context: the big-picture view of the industry, customers, competitors, and strategic challenges.
3. Managing to Goals: AI-native workers need clarity on what matters most so they can direct their efforts toward meaningful outcomes. Using OKRs (objectives and key results) can help achieve this.
4. Software and Security: If IT processes are needlessly cumbersome, AI natives will be frustrated. They need access to the right tools at the right time, while also ensuring security and striking a balance between speed and safety.
5. Networking: AI natives are used to instant answers, but in organizations, not all answers live in a database. They live in people. Strong EQ will help these employees connect quickly and build relationships that matter.
Continuous Learning: The Real Differentiator
Continuous learning is the key to success in the AI era. Employers need to pick up where schools leave off, providing ongoing education and training to help employees acquire new skills throughout their careers. This will enable them to keep up with changing technologies and stay ahead of the curve. As noted by Chris Herbert, the education system is retooling to offer students a starting point in their ‘AI learning arc,’ but employers have a new role to play in tech education.
Final Thought
The AI-native generation is coming, ready or not. They’ll arrive with new skills, new expectations, and a different language. The question isn’t whether they’ll reshape your organization — it’s whether you’ll let that reshaping be intentional or accidental. To learn more about how to prepare for the AI-native generation, read the full article Here
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