Drive: How to Build Culture in the Age of AI

Three Components of Organizational Culture in the Age of Artificial Intelligence

Autonomy first

Today, people perform creative work in organizations, as repetitive tasks are taken over by artificial intelligence. Consequently, the organizational space in which people operate is changing. Control is no longer the main focus of managers regarding people’s work. Nowadays, we control outcomes, resources, machines, and algorithms, giving people the freedom to act, which is essential for creative work.

Meaning in practice

Companies display their missions, visions, and other slogans on their websites, which often remain hollow. When we interact with people from such companies, it’s challenging to find traces of the messages that promised, for example, customer care and attention to detail. Therefore, the meaning of work is not given by beautiful slogans on the walls but by the conviction that what we do matters to the outside world. Each of us wants to feel that what we do every day has a deeper significance.

Mastery as a value

Many companies conduct regular training sessions, but few foster a culture of continuous improvement. How often do people in your company ask themselves: how can I do this better? How often do you discuss best practices? It’s not about organizing formal meetings to discuss best practices but about a daily pursuit of excellence, which, of course, does not exist. Building an organization equipped with autonomy, meaning, and mastery requires working on organizational culture.

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If you are interested in the topic of drive, I encourage you to consider training sessions for managerial staff in this area. Please contact us at: kontakt@larkbc.pl. I also recommend my article on this subject in the 2024 edition of Transport Manager magazine.