The Rise of the Machine Boss: AI Leading the Way

An AI system will be a better “leader” than a human being in organisation

Leadership, Change and Consultancy

Keywords: artificial intelligence; future of leadership; automated decision-making; technological leadership; AI

leadership

In the evolving discourse on workplace leadership, the shift from traditional bosses to effective leaders has
become prominent. The negative associations of bosses, characterized by notions of tyranny, coldness, and
imposition, are contrasted with the positive attributes of a leader who guides and encourages teamwork without
micromanaging. Concurrently, the transformative influence of Artificial Intelligence (AI) on executive roles is
acknowledged. As AI increasingly encroaches on managerial responsibilities, the exploration of its potential to
outperform human leadership becomes a central theme. This essay delves into the notion that AI might emerge
as a superior and unbiased leader. While recognizing AI's capacity for reshaping organizational dynamics, the
discussion underscores the importance of preparing for an AI-driven future, urging individuals to become AI-
ready and strategically plan for the imminent transformation in leadership paradigms.

Introduction

In contemplating the rise of Artificial

Intelligence (AI) in leadership, the words of the
late Stephen Hawking resonate:

"The real risk with AI isn't malice but

competence."

Business leaders should embrace the

transformative potential of AI, according to
Hawking, who emphasised the importance of
caution and purpose. At this very moment,
artificial intelligence is starting to make waves
in C-suites, which bodes well for a future in
which machines and people work hand in hand.
The ability of AI to improve human decision-
making is clear, but the exact consequences of
Source: Farrow, E. (2020)
AI leadership on organisations are not yet
known. It enhances human ingenuity and Think about how science fiction depicts the
creativity by bringing complex problem- workplace of the future: a futuristic cubicle
solving and objective data analysis to with technology embedded in it, state-of-the-art
boardrooms (De Fonseca and De Fonseca furniture, and a dust-free capsule where people
2020). control computers and machines with their
minds, and they process tasks quickly and
invisible. As a student of business psychology,
I can't say for sure when the examples in the
essay come to pass, but I do think we need to
sketch out the role we want humans to play in
the future of leadership, preventing machines
from taking the reins of control.
FROM “DIGITAL PROWESS AND
HUMAN TRAITS” TO “UNVEILING OF
AI LEADERSHIP VIA TRAIT THEORY”
Successful leaders, according to trait theory,
have specific personality traits. It is possible to
teach AI systems to mimic or even improve
upon human characteristics like charm,
decisiveness, and emotional intelligence. For
example, AI can understand and react to human
emotions thanks to sophisticated natural
language processing algorithms, indicating that
emotional intelligence isn't just a trait of human
leaders. In the future, I expect to see fewer
human recruits and more AI coworkers and
managers. Managers will be able to handle
more complicated challenges and perform more
sophisticated tasks with the assistance of AI-
driven applications and facilities in the future
workplace. Having said that, AI is not and will
not be a replacement for human employees in
any meaningful sense (Farrow 2020).
Source: Traits of a Leader” by Alyssa Giles
BEHAVIORS UNRAVELED”:
DECODING THE DANCE OF AI AND
HUMAN ACTIONS VIA BEHAVIORAL
THEORY
Behavioral theory focuses on leadership actions
and behaviors. AI systems, free from human
biases, can exhibit consistent and objective
behaviors, avoiding pitfalls associated with
subjective decision-making (Wang 2021).
Machine learning algorithms enable AI to adapt
and refine behaviors based on vast datasets,
potentially leading to more effective and
rational decision-making compared to humans
influenced by personal biases and emotions.
Source: Clair, T. (2024, February 9). NeuroBytes
Emotional quotient, company expertise,
analytical reasoning, ethical discernment, and
artistic intuition are vital skills used by people
in the realm of corporate leadership and
decision-making. Notwithstanding these
advantages, the human head still has its
constraints and is biassed by its own nature.
Artificial intelligence (AI) is here to rescue the
day by overcoming these limitations and
prejudices in humans, thanks to its powerful
data-analysis capabilities (Clair 2024).
THE CHESSBOARD OF SITUATIONAL
MASTERY: AI’S GAMBIT IN THE
GAME OF LEADERSHIP”
Enter the arena of contingency theory, where
situational dynamics become the chessboard for
leadership strategies. The question is can AI
armed with rapid data processing capabilities,
outmaneuver human leaders by swiftly
adapting its moves to the ever-shifting tides of
organizational landscapes? Imagine a seasoned
character imparting timeless wisdom: "You see,
there's no one-size-fits-all manual for
leadership (Peeters et al. 2020). It's a dynamic
hop between the internal and external
dimensions of the environment. The key is
adaptation. Because, our protagonist challenges
the notion of a singular, superior leadership
style. "There's no holy grail of leadership," our
character muses, "what works like magic in one
scenario might fall flat in another. It's the ever-
shifting landscape that demands versatility in
leadership." (Makarius et al. 2020).
 Source: Acciona, 2020 Source: Toye Sobande, April 29, 2022

Even if we rewind the clock by five years, SERVANT OF THE COLLECTIVE SOUL:
predating the discussions surrounding AI’S ODYSSEY IN THE REALM OF
ChatGPT and Bard, the Leadership in the Age SERVANT LEADERSHIP
of AI report exposed a noteworthy trend. It
disclosed that 45 % of organizations worldwide
Servant leadership prioritizes the well-being and
believed their AI implementations had
development of followers, where the collective
significantly surpassed the accuracy and
welfare takes precedence. Ever since the
productivity levels achievable through
employee expectations have evolved, with a
comparable human efforts (2020). The swift
strong emphasis on individuality and continuous
adoption of AI has created a scenario where
growth. AI emerges as a valuable ally in
human capabilities urgently lag behind,
pinpointing individual strengths and areas for
requiring a concerted effort to effectively
improvement among employees with greater
incorporate AI into processes in a cost-efficient
precision (De Almeida 2020). This precision, in
manner (Brock and Von Wangenheim 2019).
turn, enables the tailored creation of training and
development plans that specifically foster
RIDING THE WAVES OF professional growth. However, a crucial aspect
TRANSFORMATION: AI AS THE is maintaining the human element at the
MAESTRO OF INSPIRED LEADERSHIP forefront. While artificial intelligence plays a
supporting role, successful leadership still
Transformational leadership emphasizes the hinges on interpersonal interaction, empathy,
ability to inspire and motivate followers and emotional intelligence as indispensable
towards a shared vision. AI systems, with their components (Saheb 2023).
capacity for continuous learning and
adaptation, can assimilate organizational goals
and communicate them to the workforce
effectively (Shneiderman 2020). Moreover, AI
can analyze employee performance data to
tailor motivational strategies, potentially
surpassing human leaders in cultivating a
motivated and engaged workforce. Forward-
thinking organizations recognize the imperative
shift from transactional to transformational
leadership (Kerasidou 2020). Transformational
leaders, serving as inspirational role models,
Source: “Mirai Solutions :: How to anchor agile mindset in
propel their teams toward growth and culture and behavior?,” 2024
accomplishment. The fusion of artificial
intelligence with leadership serves as a catalyst However, AI devoid of personal interests or
for this transformation, simplifying leadership ambitions, can objectively focus on the
responsibilities and eliminating administrative collective welfare of the organization and its
burdens. members. Automated systems can implement
fair and unbiased policies, potentially mitigating
issues related to favoritism or discriminatory
practices that may arise in human-led
organizations (Lester 2023).
DON’T BE AI-FIRST, BE AI-READY:
tales of continuity!
Here’s Mika the Marvel: world's First Robot
CEO and the Future of AI Leadership
Source: “Revolutionizing Leadership: Meet Mika, the World’s
First Robot CEO,” 2024
In a groundbreaking move, Dictador, a Polish
rum company, has etched its name in history by
appointing Mika, the world's first humanoid
robot, as its Chief Executive Officer (CEO).
This unprecedented decision not only marks a
significant leap forward in integrating artificial
intelligence (AI) into corporate leadership but
also introduces the world to the first female
robot CEO (Fennell 2017).
Dictador's President in Europe, Marek
Szoldrowski, hailed the decision as
revolutionary and bold, asserting that the
introduction of Mika into the corporate
structure with advanced AI capabilities will
forever change the business landscape. Mika is
the outcome of a joint research initiative
between Dictador and Hanson Robotics, an
esteemed Hong Kong-based engineering and
robotics company recognized for developing
AI-driven humanoid robots across various
industries (Bag et al. 2021).
In a Dictador video, Mika shed light on her
decision-making capabilities, emphasizing the
use of advanced AI and machine learning
algorithms for quick and accurate data-driven
decisions. The robot CEO asserted her reliance
on extensive data analysis aligned with the
company's strategic goals, highlighting her
purported freedom from personal bias to ensure
decisions that prioritize the organization's best
interests.
In a remarkable acknowledgment of Mika's
capabilities, Dictador announced her
appointment as an honorary professor at the
inauguration of Collegium Humanum
University 2023/24 in Warsaw. Mika, taking
the stage, delivered a speech highlighting the
strengths of artificial intelligence and its
potential benefits across various fields (Fennell
2017). Hence, the inclusion of a humanoid
robot in the role of a CEO prompts thought-
provoking inquiries about the trajectory of AI
in leadership positions.
Here’s another example:
Tieto, a tech firm in Finland, has adopted
progressive leadership approaches by
introducing an AI bot named Alicia T. to its
leadership team in a recently established data-
driven business unit. This step establishes Tieto
as the pioneering European company to
incorporate an AI entity into a decision-making
capacity. Alicia T. holds the power to actively
engage in team meetings and contribute votes
to business decisions (Ding et al. 2020).
Source: (Fennell, 2017)
Though these endeavors may seem
groundbreaking, Tieto is not the sole explorer
of AI integration into leadership. Back in 2014,
Deep Knowledge Ventures, a life sciences fund
in Hong Kong, added a computer algorithm to
its board, enabling it to impact investment
choices. Likewise, in Japan, the ad agency
McCann appointed the logic-based AI-CD ß as
a creative director, assigning it actual client
responsibilities and campaigns (Zhang and Lu
2021).
The potential presented by AI in leadership lies
in its ability to complement human attributes
with rigorous data analysis. When making
decisions, human leaders bring a variety of
skills to the table, including empathy,
understanding of the organisation, analytical
thinking, moral discernment, and originality.
However, they also grapple with inherent
confines and biases, which AI can mitigate
through objective data analysis. In the realm of
senior-level recruiting, AI holds promise in
addressing issues such as unconscious bias,
fostering diversity, and ensuring equitable
candidate evaluations (Kitsios and
Kamariotou 2021). An illustrative case
involves a CEO aiming to optimize product
engineering. By leveraging analytics, the
leadership team identified underlying issues in
their collaboration dynamics, shifting the
conversation from individual productivity to
addressing the root problem.
AI in leadership raises ethical and legal issues,
despite its potential benefits. AI bot rights and
entitlements are questioned, especially in end-
user licensing agreements. When AI entities
negotiate, businesses may need to rethink
engagement tactics and contracts. The
developing legal framework for AI raises
questions of liability for senior AI decisions.
interpersonal skills in their execution.
Conclusion:
The future workforce may include more AI
coworkers and managers, reducing human
recruitment. Imagine a workplace with AI-
driven apps and features to help managers solve
complex problems and complete complex
tasks. AI cannot fully replace human workers,
hence complete substitution is unlikely
(Armano 2023).
Rather than succumbing to concerns about
potential job displacement by AI, organizations
and managers should proactively assess the
opportunities and limitations associated with
integrating AI into their workplaces and
management methodologies. I think of AI as an
ally rather than a threat, and the decision to
harness its potential lies within the hands of
humans.

How will the dynamics of work profiles

change now that AI is growing so quickly?

Well, the answer is technical skills alone do not

suffice as the sole discriminators for
professionals. Alongside technical proficiency,
interpersonal skills emerge as indispensable
contributors to an employee's triumph.
Professionals, despite their high degree of
specialization, yet deficient in interpersonal
skills, face the looming threat of displacement
by artificial intelligence. In the domain of
information technology, for instance, the
deployment of artificial intelligence tools is
conspicuous, particularly in the automation of
customer support tasks. This delineates a
scenario where customer support professionals
lacking in interpersonal skills may encounter
the prospect of being substituted by chatbots
and virtual assistants. These automated entities
exhibit the capability to deliver customer
support with efficiency and consistency,
thereby obviating the requirement for
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