If you’re old enough, you may remember Kurzweil from his 1965 appearance as a 17 year old contestant on “I’ve got a Secret.” That’s where he beat the panel with his secret – a make shift computer that could play music. He believes that in the not too distant future computers will be more intelligent than human beings and that they will be able to think and create as humans do, or better.

So, artificial intelligence rears its head again. In the 80’s when I was working on my Ph.D, the literature was full of stories on the robotic factory and how robots were going to take the place of humans. And, anyone who has toured a manufacturing plant will see evidence of that. I was privileged to be a part of organizational redesigns that were essential because this was happening.

So what if we take that to the nth degree? What if what Kurzweil is predicting comes true? What are the implications for managers? These machines will be able to create strategy, innovate, execute and in fact make better judgments than humans. Will Dr. Spock need Captain Kirk then? Will one CIO be able to manage the whole enterprise? And what of leadership? How would you describe the culture of an organization in 2045 in 10 words or less? Would we need vision to engage the organizational members? How about values? Would robots have a heart? Would they need role clarity? Which robots would get ahead?

What problems would artificial intelligence solve and what would it create? Vernor Vinge, in “THE COMING TECHNOLOGICAL SINGULARITY” stated “within 30 years we will have the means to create superhuman intelligence. Shortly after, the human era will be ended.”

The time magazine article created a scenario where through Artificial Intelligence computers could emulate “whatever it is our brain’s doing when they create consciousness.” The definition of consciousness varies according to one’s beliefs. It could be consciousness being awake. I could buy that, but what of “levels of consciousness,” such as the higher the level one is the more evolved? And, taken further, what of soul? Will computers one day create robots that have souls?

That being said, let’s make sure that we are awake and conscious while we, the humans are still leading. And, remember that it is our responsibility to inspire and challenge our followers to perform, using their hearts and minds in a way that no robot can.

• unprecedented, accelerated change, requiring people at all levels of the organization to adapt quickly
• replacement of regional or national markets with global ones
• focus on customers or products in organization design rather than on isolated functional areas
• use of technology and automation for efficiency and down-stream impact on human relationships and decision-making
• a job mismatch in the market evidenced by unprecedented high unemployment in task-oriented routine labor jobs and vacancies in those that are reliant on “knowledge workers”

All of these trends call for—in fact, demand—more consistent strategic thinking, more inventive planning and execution and broader, more imaginative relationships with the organizations we lead, with those we care about personally and, of course, with ourselves.
In the months ahead we will dialog here about the ways to address trends that challenge our lives as leaders and challenge the organizations we lead, including the way to replace

• competing functions within bureaucracies with “boundary-less,” flatter, more cooperative, value-oriented organizations
• people doing assigned duties in “jobs” with valued and validated colleagues who find meaning and growth in their “roles” in the organization
• uniformity with true diversity in all senses and at all levels

As you look at the trends listed here, ask yourself how much they have already impacted the culture of your organization and the areas you lead. Ask, too, whether, you think they will strengthen or weaken in the coming years and whether what you have done so far has been enough to capture their potential and reduce their negative effects. And remind yourself of the enormous responsibility associated with leading that requires you to be ever mindful not only to get the business results that the competitive environment demands, but also to make a contribution to the greater good of society. Many times, as coaches and consultants, we see good intent in goal setting and less success in implementation. And, that’s a topic for another blog.