Monday Morning Impact – September 30
IDC: AI to Contribute Nearly $20 Trillion to Global Economy by 2030
New research from IDC predicts that business spending on artificial intelligence will have a cumulative global economic impact of $19.9 trillion through 2030 and drive 3.5% of global GDP in 2030. As a result, AI will affect jobs across every region of the world, impacting industries like contact center operations, translation, accounting, and machinery inspection. Helping to trigger this shift are business leaders who almost unanimously, 98%, view AI as a priority for their organizations.
According to the report entitled, “The Global Impact of Artificial Intelligence on the Economy and Jobs,” every new dollar spent in 2030 on business-related AI solutions and services will generate $4.60 into the global economy, in terms of indirect and induced effects. This is determined by a variety of factors including increased spending on AI solutions and services driven by accelerated AI adoption, and economic stimulus among AI adopters enjoying increased production and new revenue streams.
“In 2024, AI entered a phase of accelerated development and deployment defined by widespread integration that’s led to a surge in enterprise investments aimed at significantly optimizing operational costs and timelines,” said Lapo Fioretti, senior research analyst, Emerging Technologies and Macroeconomics at IDC. “By automating routine tasks and unlocking new efficiencies, AI will have profound economic consequences, reshaping industries, creating new markets, and altering the competitive landscape.”
The majority of respondents to IDC’s Future of Work Employees Survey expect some (48%) or most (15%) parts of their work to be automated by AI and other tech over the next two years, while only a minority (3%) of employees expect their jobs to be fully automated by AI.
While some work will be negatively impacted by the proliferation of AI, new positions, such as AI Ethics Specialists and AI Prompt Engineers, will emerge as dedicated roles within global organizations.
The research further indicates that a “human touch intensity,” combined with the level of “task repetitiveness” by which each job is characterized, will inform organizations about roles that are subject to a full AI and automation replacement, versus those where tech’s role will be to augment human capabilities. As such, the report says that positions where human social and emotional capabilities are critical, such as nursing and roles where decision-making encompasses ethics and comprehension beyond numbers, will remain robust.
To estimate the overall economic impact of a technology or a service, IDC developed an economic impact methodology that weighs direct effects such as revenues from artificial intelligence business solutions/services providers, and indirect effects such as economic impacts related to the AI supply chain and AI adopters’ benefits, and effects induced by the increase in production.
Channel Impact®
The data makes it clear that we should be asking ourselves how our jobs can be made easier and better by AI. IDC suggests that AI will not replace your job but someone more skilled in using AI will have distinct advantages over those who are less skilled in AI.
Todyl Launches Revamped Partner Program to Strengthen MSP Security
Todyl, a Denver-based cybersecurity company, has launched an updated partner program intended to provide comprehensive resources and strategic support to MSPs pursuing the SMB and mid-market space.
Key features include an assigned customer success manager, tasked with helping to align Todyl’s technical capabilities with the partner’s business objectives. Partners will also have a dedicated account manager focused on driving security-led business growth, acting as an advocate, strategic advisor, business planning consultant, and sales resource. Partners leveraging Todyl MXDR get an assigned Detection & Response Account Manager providing tailored support via regular meetings to help partners strengthen their security posture. They also receive direct 24×7 access to Todyl’s SOC via Teams, Slack, or email.
The program also offers a variety of tools, including marketing collateral, campaigns-in-a-box, custom webinar planning and execution, and end user leads and training. Partners can access exclusive opportunities as they achieve higher levels of engagement and success. These benefits include joint go-to-market planning, strategic business planning workshops, and direct access to Todyl’s senior leadership team.
“We are deeply committed to the MSP community and accelerating our joint mission to defend SMB and mid-market companies against a rapidly evolving threat landscape,” said John Nellen, Chief Executive Officer at Todyl. “Our new partner program is focused on investing in growth by acting as an extension of their business, offering unparalleled access to technical, security, and go-to-market expertise and resources, empowering us to achieve our shared mission together.”
Channel Impact®
The new partner program is intended to help maximize partner growth, revenue, and profitability through strategic collaboration and resources, as well as advanced cybersecurity capabilities, insights, and automation.
Gartner: Only 33% of Employees Say Their Organizations Consistently Deliver on Promises
A March 2024 Gartner survey of more than 1,300 employees found that only 21% of employees said their organization communicates about their “Employee Value Proposition” (EVP) enough.
“Organizations are pouring resources into their EVP – increasing salaries, promoting people, and offering better benefits – but employees are not seeing these upgrades,” said Keyia Burton, Senior Principal, Advisory in the Gartner HR practice. “Communication is the biggest barrier for HR leaders when it comes to EVPs. Our survey found that 75% of HR leaders admitted they are not doing a great job of communicating their EVP internally.”
There are three key challenges currently hindering EVP delivery for employees that HR leaders must address when revamping their EVP communication strategy: Those would be understanding the EVP, connecting to the EVP, and believing in the EVP improvements.
HR leaders have a variety of channels through which they can communicate about their EVP – job descriptions, career websites, job interviews, onboarding, team meetings, the company intranet, employee working groups and more.
Unfortunately, managers today are already overburdened and don’t necessarily have the capacity, or the knowledge, to communicate about and help deliver on EVP to their direct reports.
“A great way to ease the burden for managers is to encourage them to signal EVP during their existing touchpoints with employees. This could be during a team meeting, a mentoring session, or during development conversations,” noted Burton. “By discussing EVP in their existing touchpoints, managers are creating connective tissue for employees to be able to connect things that they are doing in their day-to-day back to the organization’s EVP promises.”
Channel Impact®
One way that organizations can show they are responsive to employees is through greater transparency. Organizations can share information at greater depth by going beyond just defining their EVP and aligning it with the organization’s mission.
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