PwC launches The Human Skills Project to prepare for AI

Goldman’s chief information officer has 4 tips on how to AI-proof your career, including ‘posing provocative, non-obvious questions’ | Fortune

Goldman’s chief information officer has 4 tips on how to AI-proof your career, including ‘posing provocative, non-obvious questions’ | Fortune https://lnkd.in/geMqmYPy

I’ve dedicated my career to reimagining wealth management and finance through the lens of artificial intelligence, always striving to preserve the human touch that makes these fields meaningful. The rapid rise of AI is transforming industries, but it’s also reshaping lives in ways that demand our attention and compassion. Accenture’s CEO, Julie Sweet, recently highlighted a stark reality: “We are exiting on a compressed timeline people where reskilling … is not a viable path for the skills we need.” This underscores a profound challenge. For instance, this year, about 20% of Harvard Business School’s graduating class faced the uncertainty of joblessness at graduation, a direct result of reduced hiring by consulting and investment firms. Similarly, PwC has announced plans to cut its hiring by a third over the coming years. These aren’t just statistics—they represent real people, with dreams, families, and aspirations, navigating an uncertain future. I find myself both predicting and deeply concerned about the trajectory ahead. Could places like New York become the next Detroit—once-thriving hubs left grappling with economic upheaval? We must adapt—not just to technology, but to the human impact of these changes. Whether you’re uneasy about this trend or worried about the job prospects for your children or grandchildren, the reality is undeniable: AI is reshaping certain industries and roles. The future I envision is one where small, dynamic teams of humans collaborate seamlessly with AI agents, working around the clock to drive innovation and efficiency. But adaptation isn’t just about embracing technology; it’s about fostering empathy and creating solutions that prioritize people. As someone who started on Wall Street and now leads with AI, I believe we can build a future where technology amplifies human potential rather than replaces it. Let’s commit to guiding this transition with care, ensuring that the promise of AI doesn’t come at the cost of those it’s meant to serve.

𝗙𝗼𝗿 𝗿𝗲𝗮𝗹? 𝗖𝗼𝗻𝘀𝘂𝗹𝘁𝗶𝗻𝗴 𝗽𝗮𝗿𝘁𝗻𝗲𝗿𝘀 𝗮𝗻𝗱 𝗠𝗗𝘀 𝗮𝗿𝗲 𝗡𝗢𝗧 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝗮𝗯𝗼𝘂𝘁 𝗔𝗜 𝗮𝘀 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲 𝗶𝘀 𝘀𝗮𝘆𝗶𝗻𝗴” Despite the entire consulting industry’s disruption, the major challenge they are facing are not the “AI McKinsey killer” tools. Yep, I’ve seen a lot of this. lol. The major threat to big consulting firms is coming… 𝟭.…𝙁𝙧𝙤𝙢 𝙩𝙝𝙚 𝙮𝙤𝙪𝙣𝙜 𝙡𝙚𝙖𝙙𝙚𝙧𝙨 Younger partners and managers are leaving to join smaller and faster boutiques and pursue a portfolio careers, they already understand that the $2M comp era is gone, compromising the MDs’ legacy. 𝟮.…𝙁𝙧𝙤𝙢 𝙩𝙝𝙚 𝙗𝙤𝙪𝙩𝙞𝙦𝙪𝙚 𝙛𝙞𝙧𝙢𝙨 Niched, PE-backed, faster to adopt AI-augmented tools and… cheaper. Clients are no longer tolerant of $150k/m per consultant just to create synergy and alignment in transformation projects. They need real ROI. 𝟯. …𝙁𝙧𝙤𝙢 𝙩𝙝𝙚 𝙞𝙣𝙩𝙚𝙧𝙣𝙖𝙡 𝙥𝙤𝙡𝙞𝙩𝙞𝙘𝙨 AI, faster boutiques, hungry PEs, jeopardized partnership, unsatisfied clients, comp pressure and worldwide inflation. It’s getting pretty impossible to create alignment among hundreds of MDs at the pace needed. In other words, the consulting industry needs a consulting strategy project to redefine its operating model. AI is just the tip of the iceberg, there is much more behind the curtains in the $374B U.S. Consulting Market. 𝗜𝗧’𝗦 𝗝𝗨𝗦𝗧 𝗧𝗛𝗘 𝗕𝗘𝗚𝗜𝗡𝗡𝗜𝗡𝗚.

This Wharton article suggests AI will eliminate entry-level jobs, but I see it differently. Instead of eliminating entry-level roles, I believe AI will fundamentally change them. Instead of losing a talent pipeline, we'll gain a new kind of workforce. Just as the internet created new jobs for digital natives, AI will create roles for those proficient in its application. These new hires won't need to learn the "old way" of doing things; they'll become the new leaders in a technology-first workforce. The opportunity for L&D is huge. We can't just focus on top-down knowledge transfer. We must also embrace reverse mentoring, where new hires guide senior leaders in integrating AI into their work. What's the biggest challenge your L&D team faces in preparing for an AI-enabled future? I'd love to hear your thoughts. #L&D #TalentDevelopment #AI #FutureofWork #TalentStrategy #AITrends

As leaders, we have an incredible opportunity to use AI to enhance decision-making, improve workforce experiences, and create more equitable, data-driven outcomes. But with that opportunity comes a deep responsibility: to ensure innovation happens in a way that is safe, transparent, and respectful of employees. At Mercer, we’re focused on building tools that help organizations harness AI thoughtfully — always keeping people at the center. The goal isn’t to replace human judgment, but to amplify it with insight and integrity. As we continue to develop solutions like Workforce Insights and Aida on TAAP, I’m proud of how our teams are advancing innovation while holding true to Mercer’s core values — trust, respect, and impact. Innovation in HR isn’t just about technology; it’s about earning and keeping the confidence of the people it touches. That’s the future of work we’re building toward. Learn more here: https://lnkd.in/egMdf45Y Jean Martin, Senior Partner, Global Head of Product, Global Career Leader for Asia, IMEA & Pacific, Global Career Leader for AI Innovation, Mercer, Marsh McLennan #HR #Innovation #AI #FutureOfWork #Leadership #EthicalAI #PeopleFirst #Mercer #MarshMcLennan #Trust #Respect #Products #TAAP

Continuing implications for higher education institutions that are helping students land their first jobs out of college. KPMG US’s Q3 AI Pulse Survey signals that As AI and agents are increasingly integrated into workflows, employee resistance has plummeted from 47% to just 21% in a single quarter, with 55% of the workforce now either accepting or actively embracing AI agents. This transformation extends to hiring strategies as well, with the majority of leaders (56%) expecting to adjust entry-level recruiting within 12 months. More insights here: https://ow.ly/PLbG50WYS6n

The way professional services firms operate is changing and the smartest ones are already adapting. According to CA ANZ, the future of our industry isn’t just about tech. It’s about mindset. Here are three shifts we’re watching closely: 📌 More clients expect strategic guidance, not just compliance 📌 AI and automation are reshaping roles and freeing up time 📌 Hiring is harder so building great teams will take creativity It’s a fast-moving space. But at Munro Benge, we’re not just reacting, we’re thinking ahead, asking better questions, and focusing on what real businesses need from their accountants now and next.

This move from Accenture underscores a harsh reality many global institutions will soon face: AI is not just a technology transformation but a talent reckoning. When leading firms choose to off-board rather than upskill, it sends a signal about whose future they consider investable. As someone deeply focused on HR, TA, and institutional strategy: the real test is whether organisations build inclusive retraining ecosystems, internal mobility paths, and trust in the promise of human capability. Efficiency without investment in people risks becoming a reset — with the public sector, NGOs, and global bodies often held to a higher moral standard.

The Future of Work is changing - How do we keep up? Yesterday, I attended the Essex Chambers of Commerce & Industry's Local Skills Improvement Plan roundtable, which focused on Professional Services. We discussed the skills gap between what Employers need and what Employees want and bring to the table. Here are 5 key takeaways: ⚙️ Automation is changing entry-level jobs As more admin work becomes automated, we’re losing those early “trench jobs” where people used to learn the basics and build experience. We need new ways to help young professionals grow their skills. 🤖 AI training isn’t enough It’s great that businesses are learning how to use AI — but they also need to focus on sustainability and good governance so technology stays responsible and fair. 🧍♀️ Different generations, different expectations There’s a significant gap between what employers expect and how Gen Z (and younger workers) like to work. We need more open conversations, empathy, and flexibility to make it work for everyone. 💬 Soft skills matter most Resilience, critical thinking, communication, and leadership are still the top skills people need — no matter how much tech we use. 📊 Don’t forget the basics We can’t assume everyone knows tools like Excel right away (specifically relevant in Accounting). Training should start with a solid foundation, but wherever possible, drip-feed training to maximise retention of knowledge and adoption. It was a great discussion and a reminder that the future of work is about people first, technology second. What would you add? _____________________________________________________ Hi, I’m Louise, a consultant for scaling SME’s. Let me help you and your team take the next step. Talent - Careers - Business Development