With the rise of artificial intelligence, I\u2019ve recently noticed a new trend that I find both interesting and a bit worrying. Some leaders ask AI for ready-made solutions to quite complex situations \u2013 ideally in a minute and a half \u2013 and then introduce these solutions just as quickly, often in an AI-written email. They skip the work with people and \u201csolve\u201d everything from behind their desks, looking extremely efficient on the surface.<\/p>\n\n\n\n
Don\u2019t get me wrong \u2013 AI is a great tool. I use it too. It turns my messy Hungarian notes into clear English or German presentations, helps me organize ideas and translate texts. But in all these cases, the thinking still comes from me. The real content is based on what I personally experienced: the people in the room, the culture, the dynamics of cooperation.\nIf I skip all that and simply ask AI in three sentences to create an organizational development plan, I\u2019ll get something professionally correct \u2013 a textbook solution for an abstract organization. But there\u2019s no guarantee it will actually fit the real one I\u2019m working with.<\/p>\n\n\n\n
Because AI simply can\u2019t know all the subtle details that shape a company. Those small signals, emotions, and unspoken rules that are hard to describe but easy to feel. And these tiny nuances decide how a task can be solved: how fast, with what approach, and how much professional, diplomatic, mentoring, coaching \u2013 or sometimes emotional \u2013 support is needed.<\/p>\n\n\n\n
You move differently with an authoritarian leader than with a more relaxed one. You support an insecure colleague differently than a fresh graduate. And an organization can handle different things in times of growth than in times of decline. AI can\u2019t calculate these differences. Even as humans, paying close attention, it takes time to understand what will really work, and often our decisions are based on intuition.<\/p>\n\n\n\n
For me, this is the key point. AI is an excellent support tool. It can help write a well-structured job description that I can refine and adapt to the company\u2019s language, saving time. But it won\u2019t sit down with the employee to discuss it in detail.<\/p>\n\n\n\n
It can create a new organizational chart, but it won\u2019t work with teams to clarify responsibilities, and it won\u2019t handle the emotions that always come with change \u2013 disappointment, fear, resistance.<\/p>\n\n\n\n
Whenever the human factor is central, and success depends on real cooperation and interaction between people, AI can only offer limited help. It can speed things up, support us, and organize information \u2013 but it won\u2019t do the human work for us.<\/p>\n\n\n\n
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A mesters\u00e9ges intelligencia t\u00e9rnyer\u00e9s\u00e9vel mostan\u00e1ban tal\u00e1lkoztam egy sz\u00e1momra nagyon \u00e9rdekes \u2013 \u00e9s kicsit aggaszt\u00f3 \u2013 trenddel. N\u00e9h\u00e1ny vezet\u0151 eg\u00e9szen furcsa helyzetekre k\u00e9sz megold\u00e1sokat k\u00e9r az AI-t\u00f3l, lehet\u0151leg m\u00e1sf\u00e9l perc alatt, majd ezeket ugyanilyen gyorsan, sokszor egy AI \u00e1ltal \u00edrt lev\u00e9lben vezeti be a szervezetben. Megsp\u00f3rolva az emberekkel val\u00f3 munk\u00e1t, az \u00edr\u00f3asztal mell\u0151l \u201emegoldva\u201d a dolgot, […]<\/p>\n","protected":false},"author":2,"featured_media":2495,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[13,15,12,14],"class_list":["post-2494","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-egyeb","tag-organizationaldevelopment","tag-personinfocus","tag-shortstory","tag-workingwithteams"],"yoast_head":"\n