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Liderazgo 4.0: ¿más Tecnológico O Más Humano?

¿Está tu puesto de trabajo en peligro de extinción? ¿Sabes ya qué empleos se van a destruir? ¿En cuáles hay más futuro? ¿Y qué profesiones lo tienen peor? Son muchas las preguntas y pocas las respuestas que se pueden dar con toda seguridad. No obstante, ¿son realmente esas las preguntas que nos debemos hacer para prepararnos para un futuro tan incierto?

Sinceramente, tengo mis dudas porque aventurarse a adivinar cuáles serán las profesiones que se van a demandar dentro de una década o dos puede resultar un tanto osado. De hecho, según las previsiones de la OCDE el 85% de las profesiones que desempeñaremos en 2030 todavía no existen.

Por todo ello, ¿no será mejor centrarnos en cuales son las competencias que se van a valorar? ¿Cómo serán los líderes de la era 4.0? Esas respuestas sí que las tenemos. De hecho, hay numerosas opiniones e informes opinando al respecto. No obstante, entre todas ellas, sugiero prestar especial atención al Future of Jobs Report 2018 del World Economic Forum.

Según este informe, cada vez tomarán más relevancia el pensamiento crítico y creativo, tratándose el primero de un proceso cognitivo de naturaleza racional y reflexiva que cuestiona la realidad y el mundo que nos rodea, mientras que el pensamiento creativo hace referencia a una forma “original” de pensar que ayuda a resolver problemas y, por supuesto, a innovar.

También se prevé una creciente valoración de las competencias analíticas y la capacidad para resolver problemas, sobre lo que se añade que la necesidad de “aprender” con eficacia, puesto que entramos en la era del aprendizaje, en la que tendremos que acostumbrarnos a pasar toda la vida estudiando (o mejor dicho, aprendiendo…). Y, por supuesto, harán falta profesionales capaces de aplicar todas esas competencias y conocimientos a la generación de nuevas ideas que puedan ser valiosas para una organización.

De la misma forma, el World Economic Forum espera una creciente valoración de habilidades “esencialmente humanas” como son la inteligencia emocional, el liderazgo personal y la influencia social, lo que confirma eso de que quien trabaje como un robot tendrá los días contados.

Es necesario aclarar que en este nuevo espacio las competencias digitales seguirán teniendo un papel muy relevante, pero estas no se centrarán en el uso de la tecnología, sino en la capacidad de innovar con ella. Y es lógico, dado que experiencias recientes han demostrado que tecnologías como la inteligencia artificial pueden ser capaces de expandir nuestra creatividad hasta límites insospechados.

El Proyecto Magenta de Google saltó a los medios de comunicación en junio del 2016, tras revelarse que una máquina había sido capaz de crear una pieza de piano de 90 segundos. Para lograrlo, tan solo hicieron falta cuatro notas musicales (do, do, sol, do) y TensorFlow, un software de inteligencia artificial de la compañía, una tecnología capaz de detectar, analizar y aprender patrones, hasta llegar a un resultado equivalente al que habría podido llegar una persona con su reflexión e intuición humana.

También es interesante el caso de Sunspring, el primer corto cinematográfico rodado con un guion escrito completamente por una inteligencia artificial. Detrás estaban Oscar Sharp, director de películas y cortometrajes; Ross Goodwin, científico investigador de la Universidad de Nueva York, y, por supuesto, Benjamin, una red neuronal de memoria a corto plazo, alimentada y entrenada con múltiples guiones de películas del género de la ciencia ficción de los años 80 y 90.

En definitiva, las empresas buscan personas capaces de innovar, con y sin la tecnología, aunque la innovación digital sea hoy un motor de crecimiento fundamental. No obstante, todos somos creativos, la diferencia la marca el nivel hasta el que somos capaces de desarrollar nuestra creatividad. Por ello, como muestran estas historias, hay que cambiar la forma de trabajar, pero también de innovar y, por supuesto, de liderar los procesos de cambio.

Además, no debemos olvidar que las mujeres son en este momento uno de los motores de crecimiento más potente y prometedor que tenemos a nuestro alcance. Lamentablemente, se trata también de uno de los recursos más infrautilizados. Por todo ello, la incorporación del talento y potencial del (por algunos conocido como) “sexo débil” al mundo laboral será, por supuesto, una cuestión de justicia social, pero también de rentabilidad, y es que podemos desaprovechar su capacidad de innovar.

En pocas palabras, podemos elegir: podemos resistirnos a los tiempos de cambio o bien “cambiar el chip” y aprender a utilizar todas estas herramientas capaces de llevar nuestra capacidad de innovar más allá de sus límites actuales. Personalmente, recomiendo apostar por la segunda, por un liderazgo 4.0 mucho más humano, eso sí, gracias a la tecnología.

Si te ha gustado el blog no te pierdas la grabación del webinar “Liderazgo 4.0 ¿Más tecnológico o más humano?, junto a Alicia Roy. ¡Link gratuito aquí!

No te pierdas el video de Silvia Leal "e-renovarse es una oportunidad".

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