We spoke with McKenzie Specht about soft skills, organisational technologies and how an over dependence on AI can limit employees.
Artificial intelligence (AI) has revolutionised the workforce by simplifying laborious, mundane and time-intensive tasks. When used correctly, AI can empower professionals to take ownership of their time and work.
But we don’t always use advanced technologies in the way that we should and AI is a perfect example of this, as organisations rush to integrate AI ‘employees’ into their companies, without considering the broader impact. Case in point the often demoralising and inefficient use of AI avatars during the interview process in the place of a human representative.
Another criticism of the over abundance of organisational AI is its relationship to and impact on soft skills. Because AI essentially does all of the leg work when fed a prompt, some studies suggest that the use of AI is leading to the erosion of critical-thinking skills as more and more we rely on technology rather than look for answers ourselves.
But, for McKenzie Specht, a research scientist and psychometrician at psychometric testing and talent management platform SHL, it does not have to be a case of one over the other. The workforce has an opportunity to work with AI and benefit from it, without sacrificing specific skills along the way. However, for this to happen a number of issues have to be addressed.
Man versus machine
“One key concern is a phenomenon known as cognitive offloading,” Specht told SiliconRepublic.com. “Cognitive offloading is the tendency to delegate cognitive tasks to external tools, such as AI, rather than engaging in deep, analytical thought. Research has linked this behavior to lower levels of critical thinking, particularly in individuals without a strong foundation in analytical reasoning or higher education.
“However, it’s important to note that this area of study is still emerging and the impact of AI on human cognition is highly complex and context dependent. Leaders must balance the efficiency gains AI can bring with thoughtful strategies to preserve and strengthen critical thinking in their workforce.”
She urged people to remember that AI is a tool like any other and the impact it has on an individual or organisation is determined by how it’s wielded.
“Developing AI literacy doesn’t mean replacing human thought, it’s about understanding how to interact with AI effectively, knowing when it’s appropriate to rely on AI versus human judgement, assessing its outputs critically and applying those insights to decision-making.
“In that sense, strong AI literacy can enhance critical thinking by encouraging users to ask better questions, evaluate information more rigorously and solve problems more strategically.”
Peaceful co-existence
For many companies, much like technical abilities, soft skills are becoming more of a must have and less of a nice to have, when considering new applicants.
According to Specht, we are in an era where behavioural or soft skills are seen as durable, transferable and key differentiators of performance across industries and roles.
“These skills influence how individuals engage with their work environment, solve problems, collaborate with others and adapt to change. Unlike technical or functional skills, which can become outdated as technologies evolve, behavioural skills remain relevant and impactful over time.
“Because they’re more difficult to train or develop later on, many employers prioritise them during hiring, viewing them as a more stable foundation on which technical skills can be built and updated as needed.”
Furthermore, she said employers looking to seize the opportunities presented by AI and other technologies should look into how these advancements could be deployed as part of a wider upskilling strategy and in personalised skill development plans.
“AI-powered platforms can analyse skill gaps, recommend tailored learning paths and simulate real-world scenarios for employees to practice both technical and interpersonal skills. Virtual reality and augmented reality can also offer immersive experiences to build soft skills like empathy or communication in a risk-free environment.
“Moreover, technologies can support continuous feedback loops and measure growth in ways that are both scalable and meaningful. The key is using these technologies to complement, not replace, human-centred learning.
Specht said that as the nature of work evolves so too must our understanding of skills. “It may no longer be sufficient to view hard and soft skills as separate categories. Instead, we must recognise the growing need for integrated skillsets that blend technical expertise with human capabilities.
“Whether navigating emerging technologies like AI or adapting to new ways of working, success in the modern workplace increasingly depends on our ability to think critically, collaborate effectively and continue learning. Organisations that invest in cultivating these multidimensional skills and creating space for curiosity, reflection and development will be best positioned to thrive in the future of work.”
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