An Inside Look At How Gen Y, Gen X And Baby Boomers View The Workplace

Lindsey LaManna

SAP multi-genertional panel discussionFostering a diverse and inclusive workplace has become a priority for many organizations in the business world today.

Why?  Because diversity drives innovation.  By maintaining a workforce of employees with varied perspectives, backgrounds and cultures, innovative ideas, products and processes come to life.

According to a Forbes Insights report, “Fostering Innovation Through a Diverse Workforce,” 85% agree that a diverse and inclusive workforce brings the different perspectives a company needs to drive innovation.


In a diverse organization, employees vary in age, work experience and generation.  As we know, every generation brings its own culture and transformations to the workplace and has different aspirations, values and ways of getting things done.

So does this make it hard for them to work together?  How do the less experienced generations like Generation Y (or Millennial Generation) fit in a workplace dominated by Generation X and Baby Boomer workers?

These were exactly the questions that SAP tackled at its Multi-Generational Panel Discussion, one of its Global Diversity Days events.  I had the pleasure of attending this eye-opening discussion, where panelists from across different generations (Generation Y, Generation X and the Baby Boomer Generation) compared experiences and shared perspectives of the workplace.  Panelists were asked a series of questions in order to uncover their differences when it comes to the work world, which I will discuss below.A comparison of the perspectives of different generations about the workplace

*Click on the image to enlarge.

Is it true that Gen Y expects constant feedback and gratification?

It is said that Generation Y desires constant feedback.  They don’t want to wait for the quarterly or yearly review, like Baby Boomers or Gen X who are more comfortable with waiting.

At the panel discussion, a Generation Y panelist completely agreed with the statement, claiming that the constant feedback that they want is not necessarily a “pat on the back,” but a way of measuring yourself.

It provides guidance and direction that allows you to improve at your job, especially in a high pace environment like IT.  Another Millennial, added that she enjoys weekly meetings with her manager to gain feedback on completed tasks, so in the future when she does it again, she can be certain that she is completing it correctly.

As a follow-up question, Gen X and Baby Boomer panelists were asked what they do as managers to make work fun for Millennials and to meet their need for constant feedback.

One Baby Boomer pointed out that every generation enjoys feedback, but that it may come from different sources.  While an early-stage career person may want feedback from their manager, a late-stage career person may gain feedback from customers or peers.

However, as a manager, it is very important to provide that feedback to any employee, regardless of the stage of their career.  Millennials may need more feedback though because they are just starting their careers and it allows them to correct themselves on a more responsive basis.

Another Baby Boomer added that he doesn’t like to wait until the end of the year to receive a performance review either.  He enjoys receiving feedback every week or bi-weekly, just to make sure that things are moving in the right direction.

He said that things change so fast and, let’s face it, we’re all not really good at communicating.  Communication is tough and work is so fast pace that providing as much feedback as often as possible is critical in helping employees be more successful.

A third Baby Boomer panelist presented a different perspective, saying that coaching is something that we do constantly.  However, he says that if you give people too much feedback too soon, you can create a situation where a person is working on things that are unnecessary.  People will learn from their mistakes.  It’s good to give coaching and tips, but for people that are very aggressive about their career, giving them feedback prematurely can be damaging.

What you should do is look for patterns and then reach out to those who are constantly doing something negative and then provide them with feedback.  Everyone else could just use some pat-on-the-backs and coaching.  You have to be careful with too much feedback because it can just as harmful as too little.

A Generation Y panelist agreed saying that structured PRM and coaching or mentoring is what enables him to succeed faster.  It’s less about feedback and more about guidance and encouragement.

How do you like to be rewarded for your hard work?

Panelists were next asked how they prefer to be rewarded, with a day off, a financial reward, or a personal note or peer-to-peer recognition.  A member of Generation X responded that while everyone loves financial compensation, he knows that money is not always a realistic reward.

As a substitute, recognition from peers and managers is really important and means a lot.  We’re all very busy and contribute to a lot of different projects, so we don’t always take the time to recognize others.  When people do take the time, the recognition and gratitude is very meaningful and appreciated.

A Millenial panelist added that these are especially important when you spend your time helping other teams with work that is not related to your core responsibilities.  All generations seemed to agree with that personal notes are the cheapest, but also one of the most valuable rewards.  What makes them even more prized, is that they can be presented to managers as a demonstration of their hard work for quarterly or year-end reviews.

To continue, a Baby Boomer panelist explained that every reward is appropriate at certain times, but it doesn’t cost anything to say something nice.  With employees, it’s like a bank account.  You can’t start withdrawing until you deposit.  You have to let them know that they have great traits about them before you can start pointing out the things that they need to improve upon.

What do you look for in a company?

Panelists were next asked to describe what initially attracted them to their employer – the work life balance it promotes, its culture, the pay, its fitness facilities, the free lunch?  A member of Gen X claimed that it was the flexibility to move around to find new challenging work that drew him in.

To early-stage career persons, change is important.  We want to make sure that we’re not doing the same repetitious activities over and over again and that we’re always being challenged. Constant challenge helps you grow as an employee and helps your company grow as a whole.

Another panelist claimed that as a Millennial, he was more attracted to the company’s mission, purpose and sustainability practices.  The company has a powerful purpose and is not driven by just making sales, but its desire to change the world – that’s what means the most for Millennials.  It’s about being a part of something bigger than just corporate America.

For Baby Boomers, a company’s culture is key.  It really matters who your company’s leaders are and how the company treats their employees.  On the other side, having new, challenging work is another important quality that Baby Boomers look for in a company.

How long should you stay before switching to another role?

The next question was “How long do you think you should stay in your current role before switching to a new one?”  There’s an HR rule that you’re supposed to wait a year until you can really master your current role and then move on to the next challenging opportunity.

One Baby Boomer claimed that she has adopted a three year rule when it comes to changing positions.  The first year is spent learning the new role, the second year is spent excelling at it and then third year is looking at what’s next.  Another added that there’s one more aspect you’ve got to consider – who you are and what’s important to you.

If the role is not a good fit, then it’s not doing you or the company any good if you’re not happy and not producing.  Understand what your strengths are and what you like to do and if you’re not in a role that matches that, then find something new, no matter how much time you’ve spent.

From a Millennial’s point of view, time spent in a role is dependent on whether or not you’re being continuously challenged and presented with new opportunities.  When you feel that you’re talents are no longer being fully utilized, it’s time to consider other positions.

On the other hand, one Baby Boomer panelist cautioned people from leaving their role prematurely because you may miss out on a golden learning opportunity because you weren’t patient.  When you’re done with a role, you’ll know and you’ll be an expert.  But don’t rush it; get the experience because that experience will get you to where you want to be.

Is Generation less loyal to their employer?

Panelists also tackled the perception that Generation Y is less committed to their employer than other generations and the question of what has changed to make them that way.  Is it just a generational difference, is it the way Gen Y was raised, or is it an overall corporate culture change that has made company loyalty less important?

One Baby Boomer said that they used to call people that jump between companies and roles as “movers and shakers.”  He remembers that, while such risk takers were the minority back then, they actually did really well for themselves.

Now, he feels that moving around is the norm, especially for Generation Y who is trained to be “movers and shakers.”  However, there’s nothing wrong with changing roles and companies until you find a career that you’re good at and that you love to do – it’s actually good for the company.

Another Baby Boomer reminded the audience that when you move to a different company, you have to reestablish your network and your personal brand and that takes a lot of energy and effort.

There are many opportunities to move within a company to discover different, more challenging jobs.  By staying with one company and moving horizontally, you get a lot of valuable experience that you wouldn’t get by constantly switching companies.

Is your generation stereotyped?

The panel finished with the question, “Do you feel that your generation is stereotyped at your company and in the business world?”  One Baby Boomer remembers at his first job calling the older programmers “the old dinosaurs.”  However, he doesn’t see that being a problem today and enjoys the diversity at his company.

A member of Gen X claimed that Generation X and Y both experience the stereotype of “not wanting to pay their dues.”  He claims that this is a misunderstanding that comes from those generations’ desire to be challenged – not from a refusal to start from the bottom.

Often times the tasks that they are being asked to do upon entering a company are not really meeting their need for challenging work.  For the early stage career generations, as long as they are being challenged and engaged, they will stay. If they are not, they will leave to go to another company or reinvest in education.

I am interested in learning your perspectives on the discussion above.  Would you answer any of the questions differently for your generation?

Managing a multi-generational workplace can be difficult. Learn how to optimize for success and prepare for employees of all ages at the Future of Work Forum in Orlando on June 3. Click here for more information and to register


About Lindsey LaManna

Lindsey LaManna is Social and Reporting Manager for the Digitalist Magazine by SAP Global Marketing. Follow @LindseyLaManna on Twitter, on LinkedIn or Google+.

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13 Scary Statistics On Employee Engagement [INFOGRAPHIC]

Jacob Shriar

There is a serious problem with the way we work.

Most employees are disengaged and not passionate about the work they do. This is costing companies a ton of money in lost productivity, absenteeism, and turnover. It’s also harmful to employees, because they’re more stressed out than ever.

The thing that bothers me the most about it, is that it’s all so easy to fix. I can’t figure out why managers aren’t more proactive about this. Besides the human element of caring for our employees, it’s costing them money, so they should care more about fixing it. Something as simple as saying thank you to your employees can have a huge effect on their engagement, not to mention it’s good for your level of happiness.

The infographic that we put together has some pretty shocking statistics in it, but there are a few common themes. Employees feel overworked, overwhelmed, and they don’t like what they do. Companies are noticing it, with 75% of them saying they can’t attract the right talent, and 83% of them feeling that their employer brand isn’t compelling. Companies that want to fix this need to be smart, and patient. This doesn’t happen overnight, but like I mentioned, it’s easy to do. Being patient might be the hardest thing for companies, and I understand how frustrating it can be not to see results right away, but it’s important that you invest in this, because the ROI of employee engagement is huge.

Here are 4 simple (and free) things you can do to get that passion back into employees. These are all based on research from Deloitte.

1.  Encourage side projects

Employees feel overworked and underappreciated, so as leaders, we need to stop overloading them to the point where they can’t handle the workload. Let them explore their own passions and interests, and work on side projects. Ideally, they wouldn’t have to be related to the company, but if you’re worried about them wasting time, you can set that boundary that it has to be related to the company. What this does, is give them autonomy, and let them improve on their skills (mastery), two of the biggest motivators for work.

Employees feel overworked and underappreciated, so as leaders, we need to stop overloading them to the point where they can’t handle the workload.

2.  Encourage workers to engage with customers

At Wistia, a video hosting company, they make everyone in the company do customer support during their onboarding, and they often rotate people into customer support. When I asked Chris, their CEO, why they do this, he mentioned to me that it’s so every single person in the company understands how their customers are using their product. What pains they’re having, what they like about it, it gets everyone on the same page. It keeps all employees in the loop, and can really motivate you to work when you’re talking directly with customers.

3.  Encourage workers to work cross-functionally

Both Apple and Google have created common areas in their offices, specifically and strategically located, so that different workers that don’t normally interact with each other can have a chance to chat.

This isn’t a coincidence. It’s meant for that collaborative learning, and building those relationships with your colleagues.

4.  Encourage networking in their industry

This is similar to number 2 on the list, but it’s important for employees to grow and learn more about what they do. It helps them build that passion for their industry. It’s important to go to networking events, and encourage your employees to participate in these things. Websites like Eventbrite or Meetup have lots of great resources, and most of the events on there are free.

13 Disturbing Facts About Employee Engagement [Infographic]

What do you do to increase employee engagement? Let me know your thoughts in the comments!

Did you like today’s post? If so you’ll love our frequent newsletter! Sign up here and receive The Switch and Shift Change Playbook, by Shawn Murphy, as our thanks to you!

This infographic was crafted with love by Officevibe, the employee survey tool that helps companies improve their corporate wellness, and have a better organizational culture.


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Supply Chain Fraud: The Threat from Within

Lindsey LaManna

Supply chain fraud – whether perpetrated by suppliers, subcontractors, employees, or some combination of those – can take many forms. Among the most common are:

  • Falsified labor
  • Inflated bills or expense accounts
  • Bribery and corruption
  • Phantom vendor accounts or invoices
  • Bid rigging
  • Grey markets (counterfeit or knockoff products)
  • Failure to meet specifications (resulting in substandard or dangerous goods)
  • Unauthorized disbursements

LSAP_Smart Supply Chains_graphics_briefook inside

Perhaps the most damaging sources of supply chain fraud are internal, especially collusion between an employee and a supplier. Such partnerships help fraudsters evade independent checks and other controls, enabling them to steal larger amounts. The median loss from fraud committed
by a single thief was US$80,000, according to the Association of Certified Fraud Examiners (ACFE).

Costs increase along with the number of perpetrators involved. Fraud involving two thieves had a median loss of US$200,000; fraud involving three people had a median loss of US$355,000; and fraud with four or more had a median loss of more than US$500,000, according to ACFE.

Build a culture to fight fraud

The most effective method to fight internal supply chain theft is to create a culture dedicated to fighting it. Here are a few ways to do it:

  • Make sure the board and C-level executives understand the critical nature of the supply chain and the risk of fraud throughout the procurement lifecycle.
  • Market the organization’s supply chain policies internally and among contractors.
  • Institute policies that prohibit conflicts of interest, and cross-check employee and supplier data to uncover potential conflicts.
  • Define the rules for accepting gifts from suppliers and insist that all gifts be documented.
  • Require two employees to sign off on any proposed changes to suppliers.
  • Watch for staff defections to suppliers, and pay close attention to any supplier that has recently poached an employee.

About Lindsey LaManna

Lindsey LaManna is Social and Reporting Manager for the Digitalist Magazine by SAP Global Marketing. Follow @LindseyLaManna on Twitter, on LinkedIn or Google+.


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What Gen Z’s Arrival In The Workforce Means For Recruiters

Meghan M. Biro

Generation Z’s arrival in the workforce means some changes are on the horizon for recruiters. This cohort, born roughly from the mid-90s to approximately 2010, will be entering the workforce in four Hiring Generation Z words in 3d letters on an organization chart to illustrate finding young employees for your company or businessshort years, and you can bet recruiters and employers are already paying close attention to them.

This past fall, the first group of Gen Z youth began entering university. As Boomers continue to work well past traditional retirement age, four or five years from now, we’ll have an American workplace comprised of five generations.

Marketers and researchers have been obsessed with Millennials for over a decade; they are the most studied generation in history, and at 80 million strong they are an economic force to be reckoned with. HR pros have also been focused on all things related to attracting, motivating, mentoring, and retaining Millennials and now, once Gen Z is part of the workforce, recruiters will have to shift gears and also learn to work with this new, lesser-known generation. What are the important points they’ll need to know?

Northeastern University led the way with an extensive survey on Gen Z in late 2014 that included 16- through 19-year-olds and shed some light on key traits. Here are a few points from that study that recruiters should pay special attention to:

  • In general, the Generation Z cohort tends to be comprised of self-starters who have a strong desire to be autonomous. 63% of them report that they want colleges to teach them about being an entrepreneur.
  • 42% expect to be self-employed later in life, and this percentage was higher among minorities.
  • Despite the high cost of higher education, 81% of Generation Z members surveyed believe going to college is extremely important.
  • Generation Z has a lot of anxiety around debt, not only student loan debt, and they report they are very interested in being well-educated about finances.
  • Interpersonal interaction is highly important to Gen Z; just as Millennials before them, communicating via technology, including social media, is far less valuable to them than face-to-face communication.

Of course Gen Z is still very young, and their opinions as they relate to future employment may well change. For example, reality is that only 6.6% of the American workforce is self-employed, making it likely that only a small percentage of those expecting to be self-employed will be as well. The future in that respect is uncertain, and this group has a lot of learning to do and experiences yet ahead of them. However, when it comes to recruiting them, here are some things that might be helpful.

Generation Z is constantly connected

Like Millennials, Gen Z is a cohort of digital natives; they have had technology and the many forms of communication that affords since birth. They are used to instant access to information and, like their older Gen Y counterparts, they are continually processing information. Like Millennials, they prefer to solve their own problems, and will turn to YouTube or other video platforms for tutorials and to troubleshoot before asking for help. They also place great value on the reviews of their peers.

For recruiters, that means being ready to communicate on a wide variety of platforms on a continual basis. In order to recruit the top talent, you will have to be as connected as they are. You’ll need to keep up with their preferred networks, which will likely always be changing, and you’ll need to be transparent about what you want, as this generation is just as skeptical of marketing as the previous one.

Flexible schedules will continue to grow in importance

With the growth of part-time and contract workers, Gen Z will more than likely assume the same attitude their Millennial predecessors did when it comes to career expectations; they will not expect to remain with the same company for more than a few years. Flexible schedules will be a big part of their world as they move farther away from the traditional 9-to-5 job structure as work becomes more about life and less about work, and they’ll likely take on a variety of part time roles.

This preference for flexible work schedules means that business will happen outside of traditional work hours, and recruiters’ own work hours will, therefore, have to be just as flexible as their Gen Z targets’ schedule are. Companies will also have to examine what are in many cases decades old policies on acceptable work hours and business norms as they seek to not only attract, but to hire and retain this workforce with wholly different preferences than the ones that came before them. In many instances this is already happening, but I believe we will see this continue to evolve in the coming years.

Echoing the silent generation

Unlike Millennials, Gen Z came of age during difficult economic times; older Millennials were raised in the boom years. As Alex Williams points out in his recent New York Times piece, there’s an argument to be made that Generation Z is similar in attitude to the Silent Generation, growing up in a time of recession means they are more pragmatic and skeptical than their slightly older peers.

So how will this impact their behavior and desires as job candidates? Most of them are the product of Gen X parents, and stability will likely be very important to them. They may be both hard-working and fiscally savvy.

Sparks & Honey, in their much quoted slideshare on Gen Z, puts the number of high-schooler students who felt pressured by their parents to get jobs at 55 percent. Income and earning your keep are likely to be a big motivation for GenZ. Due to the recession, they also share the experience of living in multi-generational households, which may help considerably as they navigate a workplace comprised of several generations.

We don’t have all the answers

With its youngest members not yet in double digits, Gen Z is still maturing. There is obviously still a lot that we don’t know. This generation may have the opposite experience from the Millennials before them, where the older members experienced the booming economy, with some even getting a career foothold, before the collapse in 2008. Gen Z’s younger members may get to see a resurgent economy as they make their way out of college. Those younger members are still forming their personalities and views of the world; we would be presumptuous to think we have all of the answers already.

Generational analysis is part research, but also part theory testing. What we do know is that this second generation of digital natives, with its adaption of technology and comfort with the fast-paced changing world, will leave its mark on the American workforce as it makes its way in. As a result, everything about HR will change, in a big way. I wrote a post for my Forbes column recently where I said, “To recruit in this environment is like being part wizard, part astronaut, part diplomat, part guidance counselor,” and that’s very true.

As someone who loves change, I believe there has never been a more exciting time to be immersed in both the HR and the technology space. How do you feel about what’s on the horizon as it relates to the future of work and the impending arrival of Generation Z? I’d love to hear your thoughts.

Social tools are playing an increasingly important role in the workplace, especially for younger workers. Learn more: Adopting Social Software For Workforce Collaboration [Video].

The post What Gen Z’s Arrival In The Workforce Means For Recruiters appeared first on TalentCulture.

Image: Bigstock


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Ambient Intelligence: What's Next for The Internet of Things?

Dan Wellers

Imagine that your home security system lets you know when your kids get home from school. As they’re grabbing an afternoon snack, your kitchen takes inventory and sends a shopping list to your local supermarket. There, robots prepare the goods and pack them for home delivery into an autonomous vehicle – or a drone. Meanwhile, your smart watch, connected to a system that senses and analyzes real-time health indicators, alerts you to a suggested dinner menu it just created based on your family’s nutritional needs and ingredients available in your pantry. If you signal your approval, it offers to warm the oven before you get home from work.

This scenario isn’t as futuristic as you might think. In fact, what Gartner calls “the device mesh” is the logical evolution of the Internet of Things. All around us and always on, it will be both ubiquitous and subtle — ambient intelligence.

We’ll do truly different things, instead of just doing things differently. Today’s processes and problems are only a small subset of the many, many scenarios possible when practically everything is instrumented, interconnected, and intelligent.

We’re also going to need to come up with new ways of interacting with the technology and the infrastructure that supports it. Instead of typing on a keyboard or swiping a touchscreen, we’ll be surrounded by various interfaces that capture input automatically, almost incidentally. It will be a fundamental paradigm shift in the way we think of “computing,” and possibly whether we think about computing at all.

The Internet of not-things

The foundation will be a digital infrastructure that responds to its surroundings and the people in it, whether that means ubiquitous communications, ubiquitous entertainment, or ubiquitous opportunities for commerce. This infrastructure will be so seamless that rather than interacting with discrete objects, people will simply interact with their environment through deliberate voice and gesture — or cues like respiration and body temperature that will trigger the environment to respond.

Once such an infrastructure is in place, the possibilities for innovation explode. The power of Moore’s Law is now amplified by Metcalfe’s Law, which says that a network’s value is equal to the square of the number of participants in it. All these Internet-connected “things” — the sensors, devices, actuators, drones, vehicles, products, etc.  — will be able to react automatically, seeing, analyzing, and combining to create value in as yet unimaginable ways.  The individual “things” themselves will meld into a background of ambient connectedness and responsiveness.

The path is clearly marked

Think of the trends we’ve seen emerge in recent years:

  • Sensors and actuators, including implantables and wearables, that let us capture more data and impressions from more objects in more places, and that affect the environment around them.
  • Ubiquitous computing and hyperconnectivity, which exponentially increase the flow of data between people and devices and among devices themselves.
  • Nanotechnology and nanomaterials, which let us build ever more complex devices at microscopic scale.
  • Artificial intelligence, in which algorithms become increasingly capable of making decisions based on past performance and desired results.
  • Vision as an interface to participate in and control augmented and virtual reality
  • Blockchain technology, which makes all kinds of digital transactions secure, verifiable, and potentially automatic.

As these emerging technologies become more powerful and sophisticated, they will increasingly overlap. For example, the distinctions between drones, autonomous vehicles, and robotics are already blurring. This convergence, which multiplies the strengths of each technology, makes ambient intelligence not just desirable but inevitable.

Early signposts on the way

We’re edging into the territory of ambient intelligence today. Increasingly complex sensors, systems architectures, and software can gather, store, manage, and analyze vastly more data in far less time with much greater sophistication.

Home automation is accelerating, allowing people to program lighting, air conditioning, audio and video, security systems, appliances, and other complex devices and then let them run more or less independently. Drones, robots, and autonomous vehicles can gather, generate, and navigate by data from locations human beings can’t or don’t access. Entire urban areas like Barcelona and Singapore are aiming to become “smart cities,” with initiatives already underway to automate the management of services like parking, trash collection, and traffic lights.

Our homes, vehicles, and communities may not be entirely self-maintaining yet, but it’s possible to set parameters within which significant systems operate more or less on their own. Eventually, these systems will become proficient enough at pattern matching that they’ll be able to learn from each other. That’s when we’ll hit the knee of the exponential growth curve.

Where are we heading?

Experts predict that, by 2022, 1 trillion networked sensors will be embedded in the world around us, with up to 45 trillion in 20 years. With this many sources of data for all manner of purposes, systems will be able to arrive at fast, accurate decisions about nearly everything. And they’ll be able to act on those things at the slightest prompting, or with little to no action on your part at all.

Ambient intelligence could transform cities through dynamic routing and signage for both drivers and pedestrians. It could manage mass transit for optimal efficiency based on real-time conditions. It could monitor environmental conditions and mitigate potential hotspots proactively, predict the need for government services and make sure those services are delivered efficiently, spot opportunities to streamline the supply chain and put them into effect automatically.

Nanotechnology in your clothing could send environmental data to your smart phone, or charge it from electricity generated as you walk. But why carry a phone when any glass surface, from your bathroom mirror to your kitchen window, could become an interactive interface for checking your calendar, answering email, watching videos, and anything else we do today on our phones and tablets? For that matter, why carry a phone when ambient connectivity will let us simply speak to each other across a distance without devices?

How to get there

In Tech Trends 2015, Deloitte Consulting outlines four capabilities required for ambient computing:

  1. Integrating information flow between varying types of devices from a wide range of global manufacturers with proprietary data and technologies
  2. Performing analytics and management of the physical objects and low-level events to detect signals and predict impact
  3. Orchestrating those signals and objects to fulfill complex events or end-to-end business processes
  4. Securing and monitoring the entire system of devices, connectivity, and information exchange

These technical challenges are daunting, but doable.

Of course, businesses and governments need to consider the ramifications of systems that can sense, reason, act, and interact for us. We need to solve the trust and security issues inherent in a future world where we’re constantly surrounded by connectivity and information. We need to consider what happens when tasks currently performed by humans can be automated into near invisibility. And we need to think about what it means to be human when ambient intelligence can satisfy our wants and needs before we express them, or before we even know that we have them.

There are incredible upsides to such a future, but there are also drawbacks. Let’s make sure we go there with our eyes wide open, and plan for the outcomes we want.

Download the Executive Brief: Enveloped by Ambient Intelligence

Ambient Intelligence thumb

To learn more about how exponential technology will affect business and life, see The Digitalist’s Digital Futures.


About Dan Wellers

Dan Wellers leads Digital Futures for SAP Marketing Strategy.

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