Five Human Skills that AI Can’t Replace (Yet)

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Artificially intelligent (AI) technologies are positioned to disrupt the world of work. But creating a workplace where employees feel valued and able to bring their unique perspectives to the table still takes some very human skills. 

Suss Out Subtext 

Whether it is tone, humor, or irony, humans possess the uncanny ability to say a lot without saying much. That requires inclusive leaders to listen for more in a message than merely the stated facts. They pay careful attention to the subtext of what is being shared. While AI can potentially detect the tone of our communication, it cannot interpret our silence or subtleties, which often say a lot more than intended.  

Respond Reflectively 

Instead of jumping to advice-giving when someone shares a problem, an inclusive leader asks questions and reflects feelings shared. While ChatGPT can provide a response to a troubling life question, it cannot reveal what may underlie that question. (And as any therapist or executive coach will tell you, the presenting problem is rarely the real “problem.”) Reflective responses help leaders deepen connections and build shared meaning across differences. 

Solve for Systems 

An act of prejudiced behavior in an organization is rarely about one individual. Diversity dynamics are embedded in social structures, influencing our behavior on a visceral level. AI can map the physical, and even technological, structures of an organization. But it has yet to grasp “systems thinking.” The ability to see implicit patterns in the norms of a company’s culture helps leaders understand individuals’ behavior in the context of their organization.  

Decipher Dynamics  

Humans are social animals and, as such, we achieve our goals in groups. Yet the way we behave in groups is not the same as when we are alone. This concept is foundational to the psychology of group dynamics. AI might be able to summarize a large amount of data, draft and email a report, and take notes during a meeting about the report. But it cannot decipher how a group’s interactions may reflect greater implications for their ability to reach a shared goal. 

Engage with Empathy  

Many of us see the value of empathy but fall short on practice. This is not because we don’t care about others’ feelings; rather, we may struggle to accept them in ourselves. To engage effectively with empathy, an inclusive leader must be in touch with their own emotions and vulnerabilities and share them in a way that feels genuine to the other person.