🚀 When AI speeds up the world,

🚀 when AI speeds up the world, but leaders must "slow down to the right beat - accelerate to the right track."

💥 "The world accelerates but Thailand is slow" = a structural risk that we no longer have the right to overlook?

Thailand is quietly standing at the "competitive crack," and if the organization still thinks it's just a "small wave," we would underestimate the situation.

Thailand's economy has grown below 2% over the years. Thai household debt has soared above 90% of GDP (one of the highest levels in the world), while rival countries Singapore, South Korea, Japan, including Vietnam, are pouring in AI, Automation, and Data Infrastructure in full stack.

And yes, the real problem is not only that we move slowly, but that we slow down on the day the earth goes faster and faster.

Many Thai organizations also use traditional Mindsets, e.g.

* Big team means a lot of power

* Long experience is brilliance

* Hard work is a value

* A lot of people are potential, etc.

"But the world 2025-2030 has changed entirely inverted."

* Today's competition is not a number of people competition, but a learning speed competition.

* "Today, the world is not measured at funding, but at the speed of learning; and the ability to" expand the power "of people with AI."

* Many S & P 500 companies are not just buying trendy AI, but are building AI Operating Models, ranging from organizational structure, decision making, job systems, to selection of the younger generation.

"Compared to a small number of Thai organizations that still think AI = IT matters... the pace of competition is really a different era."

= = = =

🤖 Why do more than 70% of AI Transformation "fail from day one"?

There's information from Dinner talk that Elder Leng (Sirivat Wong Espionage - CEO MFEC) said,

"More than 70% of AI projects in enterprises are often at the level of" non-practical enterprises. ""

But interestingly, "the main cause is not technology," but "how to think and manage people."

We found a recurring trap in many organizations, such as

1) "IT-Led Trap" = Let the wrong people, the team hosts from the origin.

Most organizations throw AI projects at IT because they think it's about "technology."

But the truth is,

* IT does not understand the pain point of the job front worker.

* Don't know the business process of each department.

* Do not understand what the value of the work is

The result was a good tool, but no one used it because it didn't match the real job.

2) "Perceived Value Trap" = often made Demo Wow when selling tools, but the real thing is empty.

What is seen on the Demo stage is often a "complete" image, but when you enter the actual organization, for example,

* Not ready information

* The old system is not welded.

* Workflow is not connected

* People do not understand how to use purchased tools, etc.

Productivity did not move even 1%, and executives began to ask, "What are we wasting money for?"

3) "Trap Top-down Mandate" = Order to use, but do not pave understanding.

* For example, the announcement that "every team needs AI within this quarter or this year" does not make people use AI better, but will create immediate resistance.

* AI never fails, but people's "Change Management" fails.

= = = =

🧬 AI makes the "definition of a good person" change uprooted.

* For example, we hired high-salary people in the past because Than Expertise required ten years.

* But in a world where AI is faster, cheaper and more versatile, traditional Expertise is "immediately falling in price" if not updated.

That is to say,

1) AI Literacy - Compulsory Skills of New Age Workers

* AI Literacy will be the Minimum Competency of all employees, not unlike Excel / Word / PowerPoint in previous eras.

* If a person does not use AI in 3-6 months, he will automatically become a "Low Adaptation Talent" (do not think that he will train and become better).

2) Execution Speed - Experience is not as important as learning speed.

* The world today releases new tools virtually every week. People who learn faster = win.

* Not because he's better, but because he's "more ready" on a very fast-changing field.

3) Adaptability - Mindset trumps knowledge

Organizations need to start questioning the simplest but most important questions.

* Is he ready to open up to new things?

* Is he afraid of AI?

* Can he learn fast?

Mindset will be a divider of people into two clear groups, "Asset" (good people + using AI as) and "Liability" (ordinary people or good people in the past + not adopting AI) - > and the world will constantly spin "Liability" cut.

= = = =

🧭 "Slow to the right rhythm - fast to the right place?"

There is one thing in common with AI.

"He is not in a directionless hurry, but he thinks fully of the foundation, and is quick to experiment and decide."

1) Always start with Personal Use Case first.

Let's start with small things like

* Let employees try to conclude meetings with AI.

* Try writing email

* Try to have AI prepare 3 types of Option before starting.

When people see that it actually reduces the time by 30-70%, the change becomes Organic Adoption.

2) Set up an AI Change Agent team - a team that understands people + business + technology.

Not just IT, but it must consist of

* Someone who understands human behavior.

* Someone who actually understands Workflow.

* People who know which Use Case gives the best results

This team is the "heart" of sustainable AI Transformation.

3) Bundling Role - Increase Output without Increasing the Number of People

* An example from LINE MAN Wongnai "aims that 30% of new code must be written in AI."

* As a result, team productivity has increased by several times without expanding a single team.

4) Data & Knowledge Management - Rival Unpeeled Weapon

* Example from Grab "Grab uses passenger + driver data to analyze Demand in real time and reduce waiting times by over 20% (Grab Open Data 2024)."

* Data is not just a resource, but a digital moat that keeps competitors out of touch.

= = = =

✨ Finally... technology changes fast, but leaders have to change faster than that.

AI does not change organizations, but "people who use AI" change organizations.

Leaders of this era must be brave.

* Slow down to learn

* Accelerate when you see the opportunity

* Choose someone who is ready to grow, not someone who is good at the past.

Because in the end... "AI thinks faster than us, but never loves the organization as much as our people."

When people and people understand AI, organizations run faster without exertion.

# Two stories a day

# FutureOfWork

# AITransformation

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# The skills of the future