Luigi Iacobellis

Given the rapid pace of change with respect to AI technologies, it's important to understand that upskilling can be either formal or informal and organizations shouldn't neglect or underestimate the power of informal upskilling informal upscaling includes rapidly testing out new technologies either in a production or sub-production context or even having dedicated resources who are responsible for just playing with new tech to understand how it could be leveraged in your organization.

It's important to consider taking a holistic approach to staying informed when it comes to AI disruption in industry over and above just reading news and learning about new AI based solutions. Organizations should be engaging their industry, peers and even peers in other industries to identify how AI is being leveraged and also to understand forecasted areas where AI may disrupt. There's a lot of value in learning how other organizations are facing disruption even if those organizations operate in a different context.

Thoughtful organizational design is essential to being able to maximize efficiency and productivity. To be able to effectively delegate presupposes that the sub organizations within a broader IT department are aligned with the needs of the business. Carefully and regularly essential.

One underrated technique to use in business process improvement is observation. Observation is the act of observing or watching a business process while it's being performed. Observation can be active where you probe or interrupt the process to ask questions or clarify items or it can be passive whereby you do not interrupt the process but rather watch it's natural flow. This allows you to witness what actually happens often resulting in the discovery of process improvement areas.

The absolute best way to engage employees in business process improvement is to try and highlight the benefit of the effort for the specific stakeholder group or process participant. Showing them what tangible value they will realize from the effort ought to earn there trust and willingness to support the effort. In the event that the effort will not provide the stakeholders with value, then try to explain and articulate the necessity of the effort and or tie it back to larger organizational goals or objectives.

It is incredibly important to establish clear and unambiguous objectives when seeking to solicit feedback in employee performance by way of a peer review. A practical approach to help ensure the feedback elicited it meaningful is to frame the request for feedback to a specific competency, skill or behaviour. For example you might ask a project team member to provide feedback on the Project Managers ability to escalate issues efficiently versus requesting broad feedback such as "How effective was the PM in managing the project". The more specific the more likely you will receive meaningful feedback.