Future of Work #2: Skill Obsolescence: Identifying Which Roles Will Transform (Not Disappear)
Let go of the robots-stealing-jobs fear and embrace the skills evolution coming our way
The robots are coming for our jobs. AI makes our work obsolete!
Well, at least that's what the headlines would have us believe. But, you’ll be pleased to hear that the reality is more nuanced. Roles aren't vanishing—they're transforming.
Think about bank tellers. ATMs didn't eliminate them; it just changed what they do. They became relationship managers and financial advisors rather than cash handlers. A much more satisfying and compelling role than just counting out Benjamins.
This pattern repeats across industries. Technology removes repetitive tasks but creates new responsibilities requiring human judgement. AI is no different - in fact, it’s probably more important for human oversight in AI tasks.
Identifying transforming roles
If you’ve got the fear that an android is coming for you, then look for these signs that a role is evolving rather than disappearing (unless a literal android is coming for you, then you should probably run or something):
Rising complexity in decision-making
When simple decisions become automated, what remains requires nuanced thinking. Jobs with increasing complexity in judgement calls will transform, not vanish. The most obvious example of this is AI in healthcare - spotting patterns that humans might miss, but requiring a human to review the output for quality and accuracy.
In recruitment, AI can scan CVs, but humans must evaluate cultural fit, potential and to avoid the inevitable bias that will creep into AI training models. The role shifts from CV reviewer to relationship builder.
Increasing importance of soft skills
Many roles that are focused on creativity, empathy, negotiation and relationship-building are transforming, not disappearing.
Customer service representatives now handle fewer routine queries (chatbots manage those) but tackle complex problems requiring empathy and creative solutions.
“Where can I find the mat leave policy?” can be answered by a bot, but “Where can I find the mat leave policy, I’m worried that working too long will have a negative impact on my pregnancy” can not.
Changing skill requirements in job listings
Compare today's job descriptions with versions from five years ago. New skills appearing alongside traditional ones signal transformation.
Marketing positions that once required creative vision now also demand data analysis abilities. The role hasn't disappeared—it's evolved.
Supporting your team through transformation
Change ALWAYS creates anxiety - FACT. There’re are many ways to help your people thrive during role transformations, here are a few - but your mileage may vary. You know your people better than I do, obvs.
Create skills forecasts
Work with department heads to identify which skills will grow in importance over the next 3-5 years. Be specific about which tasks might be automated and which human skills will become more valuable. A somewhat scary task, but necessary to get ahead of this nonsense.
Share these forecasts openly. People fear what they don't understand. Clear communication reduces anxiety and people will appreciate the heads up that they need re-skilling (and that you’ll help!).
Invest in continuous learning
Traditional training budgets focus on current needs. Future-proof roles need ongoing development. Consider personal learning accounts that employees can direct toward skills they believe will matter most (and that you help them decide on doing). Trust their instincts about where their roles are heading, they’re the specialists after all.
Build transferable skill sets
Cross-functional projects allow people to develop capabilities that transcend specific roles. This creates resilience against skill obsolescence. Nothing like cross-pollination of activities to get the creative juices flowing.
A finance team member working with marketing gains insights about customer behaviour. These perspectives remain valuable even as traditional financial tasks become automated.
Value institutional knowledge
Long-term employees understand context that no algorithm can grasp. This becomes more valuable as routine tasks are automated.
Create ways for experienced staff to share this knowledge. Consider reverse mentoring where they pair with tech-savvy newer employees for mutual learning.
Questions to ask about evolving roles
When assessing how a position might transform, ask:
Which aspects require uniquely human judgement?
What parts involve ethical considerations?
Which tasks benefit from historical context?
Where do relationships matter most?
Which elements require creative problem-solving?
The answers highlight areas that will grow as automation handles routine work.
Beyond the fear
We’re not facing a job apocalypse but a skills evolution (revolution?). The market will reward your organisations ability to adapt to it than a drive toward more specific technical expertise.
Our roles as a people leaders isn't to protect staff from change but to help them navigate it with confidence. This is true for almost everything we do, right?
The most valuable thing you can do is create psychological safety. People who feel secure experiment more readily with new skills and approaches. Remember that technology serves human needs, not the reverse. Our ability to care, connect, create and comprehend context remains our competitive advantage.
The future belongs not to those who resist change (or blindly accept it and do nothing about it), but to those who shape it to support human potential. Of which there is loads.