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Fast Company
20-07-2025
- Business
- Fast Company
AI isn't coming for your job—it's coming for your whole org chart
Last month, my friend Amy, a mid-level marketing manager at a Fortune 500 company, had her entire junior analyst team 'restructured.' Why officially? 'Strategic realignment.' Reality? AI tools now handle what used to be three full-time positions. Amy isn't alone in this new reality. AI has eliminated 76,440 jobs in 2025 alone, and 41% of global employers plan to reduce their workforce in the next five years due to AI automation. But, you don't just lose your current job when this happens, you lose the corporate ladder you were climbing. The relationships you made and the personal career brand you built that led to promotions and growth are gone. The Career Ladder is Breaking (and No One's Talking About It) We are currently experiencing changes in the job market that we have never seen post-industrial revolution, specifically in Big Tech. Big Tech reduced hiring new graduates by 25% in 2024 compared to 2023. Simultaneously, they increased hiring professionals with 2–5 years of experience by 27%. How can you pay your dues, learn, and build your career when there are no entry-level positions to be had? This paradox is becoming more and more common in today's workforce; companies want someone with experience, but there are fewer and fewer positions that allow an employee to gain experience. This sea change feels different. The past 35 years have given us more rapid change than at any time in history. The speed at which technology has advanced has placed us in the dot-com boom, the mobile phone revolution, and the cloud transformation. AI isn't just changing what we do and how we perform, it's eliminating the steps we traditionally started with to learn, grow, and develop our soft and hard skills to build a foundation for a career. Speed and Efficiency Now, Devastation Later The entry-level people who filled the office floor, built a unique and diverse team, and brought life and energy into the office are now being phased out. AI does what they did faster and AI doesn't take sick days or need health insurance. Lawyers who have just passed the bar, learning the basics of a profession via document review? That process is now automated. The new generation of the workforce feels a risk when investing in a four-year degree. A study from the World Economic Forum revealed that 49% of US Gen Z job hunters believe AI has reduced the value of their college education. What will this lead to in 10–15 years, as people with experience and knowledge begin to retire and fewer people are qualified to assume those roles? Another question: for those of us in the midst of a career, how do we advance when the ladder that was once just a few rungs up is chopped off and thrown in a corporate fireplace? Companies Currently Solving the Problem When studying organizations meeting these changes head-on and winning, I've seen a few commonalities. They don't simply cut costs to cut costs. They are fundamentally reimagining how work gets done. For example: BCI increased productivity by 10% to 20% for 84% of their Microsoft Copilot users while increasing job satisfaction by 68%. This resulted in saving more than 2,300 person-hours with automation. This was accomplished not by simply implementing AI, but by the way they redesigned workflows around human-AI collaboration. Daiichi Sankyo Within a month of building their internal AI system (DS-GAI), over 80% of employees reported improved productivity and accuracy. They're using AI advancements not to replace current employees, but to augment their capabilities. These are the types of approaches any company looking to implement AI and automation can work into their deployment project plans can follow. How can they foster increased human-tech collaboration? How can they make their current team more productive and take the business to levels previously unattainable? People Ahead of the Curve The good news is, there are plenty of professionals who are thriving during these days of upheaval and transition. For the most part, these people are taking three common approaches to find ways to use AI to their advantage. They orchestrate with AI Successful people I know don't fight AI, they teach themselves how to direct it and use it to their benefit. They understand that humans will always be in charge of technology. With that knowledge, they can position themselves as the conductor with an orchestra of AI at their command. They Focus on Uniquely Human Skills Develop and hone the skills that AI amplifies. Humans will be freed to build creative problem-solving, strategic thinking, relationship-building processes, and guidelines. When AI is deployed to do all mundane repetitive tasks, these skills are where humans must thrive. They Position Themselves at the Intersection The future will be written and commanded by individuals who bridge the unique creative minds of humans with the efficiency, accuracy, and speed of AI. What is the common thread of these three points? How you use AI to your advantage. You can stand on the beach and scream at the coming tidal wave or grab a surfboard and teach yourself to ride that wave. Those who choose the latter path will be those who run the world. The World We Know is on Death's Door The truth we all must face today is that 2025–2026 will be the year companies prepare for a generational change in how we work with AI. This will disrupt nearly every industry. Org charts will be completely rewritten or scrapped entirely. But remember that you can make a difference and influence this change by simply preparing yourself as I have laid out in this article. The choice is no longer whether AI is for you, the choice is how you decide to leverage AI to your benefit. We've seen this before; I remember people pushing back against using computers, people pushing back against using email, people pushing back against cellphones. Pushing back against AI today is precisely what those people did. The professionals who embrace this change and use AI as a tool for advancement will be the ones who write the org charts of the future.
Globe and Mail
30-05-2025
- Business
- Globe and Mail
How to unleash the career superpower of curiosity
Interested in more careers-related content? Check out our new weekly Work Life newsletter. Sent every Monday afternoon. A junior analyst notices that a recurring report includes several metrics that no longer align with the team's current objectives. Instead of merely updating the report as instructed, he asks, 'Why are we still tracking these specific metrics?' This question prompts a discussion that leads to a more relevant and streamlined reporting process. A mid-level project manager is assigned to lead a project involving a department they're unfamiliar with. Rather than solely focusing on their project plan, she takes the initiative to learn about the department's workflows and challenges by asking, 'Can you walk me through your typical process?' This curiosity fosters better collaboration and uncovers opportunities for process improvements that benefit the entire organization. These are just two situations that occur in workplaces across the country every week, sometimes every day. In today's dynamic workplace, curiosity isn't just a trait – it is a strategic tool for career advancement. By actively cultivating curiosity, you can unlock new opportunities, drive innovation and position yourself for growth. Here are five practical strategies to harness curiosity effectively: Ask open-ended questions Curiosity starts with the right questions. Instead of yes/no prompts such as 'Is this working?', try asking, 'What's going well, and what's getting in the way?' or 'What haven't we considered yet?' These kinds of questions invite deeper insight and spark more meaningful conversation. Before your next meeting, prepare two open-ended questions to raise such as, 'What would success look like here?' or 'What led you to that approach?' In one-on-one conversations, try asking, 'What's been your biggest challenge this week?' or 'What's one thing you need from me?' A helpful habit is to pause before offering your own opinion and ask a clarifying question first. By consistently using open-ended questions, you show engagement, foster learning and open the door to innovation and problem-solving. Seek diverse perspectives One of the best ways to fuel curiosity is by actively seeking out viewpoints beyond your usual circle. Make a point of asking colleagues in different roles or departments for their insights, especially when you're tackling a problem or making a decision. You might ask, 'How does this affect your team?' or 'What's one thing you'd want us to know from your side?' Even an informal chat over coffee can reveal perspectives you hadn't considered. When working on a project, invite someone from another function to weigh in early. It could surface issues or opportunities you'd otherwise miss. By regularly tapping into diverse perspectives, you'll broaden your understanding, challenge your assumptions and build stronger, more collaborative relationships across your organization. Embrace lifelong learning Curiosity thrives when you make learning part of your routine, not just something you do when required. Look for small, practical ways to expand your knowledge, whether it's reading an article about industry trends, watching a short tutorial or asking a colleague to explain a tool you're unfamiliar with. You might say, 'I'd love to understand how you approach that, could you walk me through it?' or 'What resource would you recommend if I want to learn more about this?' Even 15 minutes a week set aside for learning can pay off. By showing a proactive approach to growth, you demonstrate adaptability and initiative – qualities that your leaders will notice and value when thinking about future opportunities. Reflect and adapt Curiosity isn't just about asking questions of others, it is also about examining your own work. After finishing a project or task, pause to reflect: What went well? What was challenging? What should I adjust next time? You can also ask others, 'What's one thing we could improve next time?' or 'Was anything unexpected for you in this process?' This habit of reflection and adaptation helps you avoid repeating mistakes and spot opportunities to improve. Over time, it sharpens your judgment, strengthens resilience and signals to others that you're proactive and committed to continuous growth – all qualities that can accelerate your career. Create a safe space for inquiry Curiosity flourishes in environments where questions are welcomed, not shut down. Whether you're leading a team or working alongside others, you can help create that space by modeling openness yourself. Try saying, 'That's a great question, let's look at it together,' or 'I hadn't thought of it that way; tell me more.' When someone raises an idea or concern, resist the urge to dismiss or rush past it. Instead, ask 'What makes you see it that way?' or 'How do you think we could explore this further?' Over time, encouraging this kind of dialogue builds trust, improves problem-solving and fosters a culture where innovation can take root. It makes you not just curious, but also a catalyst for growth. Curiosity is more than a nice-to-have – it's a professional superpower. It helps you navigate uncertainty, uncover fresh insights and adapt to change with confidence. By bringing curiosity to your daily work, you not only elevate your own growth but also inspire those around you to think bigger and bolder. Merge Gupta-Sunderji is a speaker, author, mentor to senior leaders and the chief executive officer of the leadership development consultancy Turning Managers Into Leaders.
