As AI takes on more tasks, human skills are becoming more valuable than ever. Discover how focusing on connection, emotional intelligence, and empathy isn't just "soft"—it's your sharpest competitive edge in the age of AI.
Here’s the paradox that’s only getting louder:
The more work we hand over to AI, the more valuable our human skills become.
Not in some abstract, feel-good way—but in a hard-edged, business-critical way.
In Part 1 of this series, we explored what happens when AI takes over the grind. We found that 82% of employees say they’ll crave more human connection as AI use grows—but only 65% of managers recognize that need. That’s not just a disconnect. That’s a culture risk.
We called it the empathy gap. And we argued that connection is the currency of the AI era.
| Missed Part 1? Read it here → The More We Use AI, the More We Crave Connection
Now in Part 2, we’re going deeper.
Because once the bots start doing the busywork, a new question emerges: What do we do with the time we get back? What we’re finding is that AI doesn’t just change what we do—it changes who we need to be.
According to our global research, 93% of employees using AI say it helps them focus on higher-level responsibilities.
That’s a huge win. But it also turns up the volume on a quiet reality: AI isn’t replacing your team’s value—it’s elevating it. And what’s rising to the top isn’t technical know-how. It’s human connection, emotional intelligence, ethics, and empathy.
Call them soft skills if you want. But they’re quickly becoming the hardest to find—and the most essential to your bottom line.
Because when AI takes the wheel, humanity becomes your strategy.
Download our full report on How AI Is Elevating Human Potential here.
"The future of innovation and progress will be shaped by our ability to harness the power of AI in a way that amplifies our uniquely human capacities.”
Let’s retire the term “soft skills.” It’s outdated—and misleading.
Because what we’re really talking about are the skills that hold everything together. They’re not just nice-to-haves. They’re what make people effective in a world where work is changing faster than ever.
Empathy? It’s not about being nice. It’s about being able to connect—to really see your team, your customers, your stakeholders.
Adaptability? That’s not flexibility for the sake of it. It’s the ability to lead when the ground is constantly shifting.
And hustle? It’s the spark. The internal drive that separates the people who wait for direction from the ones who move things forward.
These aren’t soft. They’re strong. And they’re getting harder to find.
They’re also the foundation of innovation. Because here’s the truth: people don’t innovate in silos. They innovate when they feel seen, trusted, and supported.
The best ideas in your company aren’t coming from the loudest voice in the room. They’re coming from the people who feel safe enough to speak up—and from the leaders who make that safety possible.
Innovation isn’t a department. It’s a culture. And culture lives or dies by how well we lead with human skills.
So let’s stop calling them soft. Let’s call them what they are:
Human skills. Connection skills. Innovation skills. Business-critical skills.
Workday’s Chief Philanthropy Officer Carrie Varoquiers recently shared “How human connection drives innovation in the age of AI” in Fast Company:
“In this age of algorithms, fostering genuine human connection is not a soft skill; it’s becoming a core driver of innovation and progress.”
She gets right to the heart of the paradox. When AI does the heavy lifting on data, tasks, and tech, it shines a spotlight on the opportunity for humans to really connect.
Consider this: McKinsey says the top reasons people quit are feeling undervalued by their organization (54%), their managers (52%), or a lack of belonging (51%) And blown‑out loneliness at work doesn’t just hurt feelings—it cripples satisfaction, performance, and resilience
But here’s the shift: when AI frees up bandwidth, it shouldn’t go toward more automation. It should go toward enabling human connection. Additional research backs it up:
94% of employees say feeling connected to colleagues makes them more productive, four times more satisfied, and half as likely to quit.
AI often creates echo chambers unless leaders intentionally build bridges across teams, roles, and backgrounds
That leads to the main point of the Paradox of AI: the more intelligent the tech gets, the more human we need to be—not just at work, but about our work.
So this isn’t about being feel-good. It’s about being effective. When empathy, adaptability, and hustle are infused with real connection, innovation follows. Ideas flow. Collaboration thrives. Culture shifts. And that’s a competitive edge that no algorithm can replicate.
| Read What Skills-Based Hiring Means in the Age of AI
Here’s another side to the paradox: AI is here to unlock human potential—but if we’re not intentional, it can isolate us.
In Brené Brown’s book “The Gifts of Imperfection” she says, "In our technology-crazed world, we've confused being communicative with feeling connected. Just because we're plugged in, doesn't mean we feel seen and heard."
Come see Brené Brown speak about connection and courage at Workday Rising!
When everything gets optimized, something else tends to disappear: Dialogue. Diverse perspectives. Shared meaning. All the messy, beautiful stuff that makes teams innovative.
AI can inadvertently create silos of thinking, of communication, of identity. It can flatten nuance in favor of speed. It can prioritize outcomes over understanding.
And when that happens, we don’t get better work. We just get quieter teams.
That’s why connection is no longer a “nice to have” culture play. It’s a leadership imperative.
“Ultimately, the future of innovation and progress will be shaped by our ability to harness the power of AI in a way that amplifies our uniquely human capacities—especially our innate drive to connect,” Carrie Varoquiers, Chief Philanthropy Officer, Workday.
This isn’t about fighting AI—it’s about guiding it. It’s about building intentional space—for collaboration, curiosity, feedback, and belonging.
Because the companies that design for connection are the ones that will unlock what AI alone never could: creativity, courage, and trust.
Happier employees, collaborative leaders, and more creative innovation. That’s a vision of work we’d all sign up for.
94% of employees say feeling connected to colleagues makes them more productive, four times more satisfied, and half as likely to quit.
If you want to future-proof your workforce, you won’t find the answer in another AI use case. You’ll find it in how you invest in people.
Start here:
Train your teams and leaders for empathy and EQ like you train for compliance.
Design meetings for connection and collaboration not just reading out status and activity
Build coaching and mentoring into your AI strategy.
Measure connection as rigorously as you measure productivity.
Because here’s the truth:
AI can tell you what’s happening. But only humans can decide what matters.
And when humans feel connected, everything gets better.
In my research on innovation and engagement, the pattern was clear: The most innovative companies weren’t the ones with the biggest budgets or the best tech.
They were the ones where managers actively supported their teams. When people felt seen, heard, and backed by leadership, they brought ideas forward. They solved real problems. They stuck around.
That’s the ROI of connection.
And it’s not just about managers and direct reports. Connection has to flow across, up, and down the org chart.
It means building bridges across departments. Giving junior employees a voice. Creating space for disagreement, dialogue, and shared wins. That’s the stuff of culture. That’s the fuel for innovation.
The companies that win in the AI era won’t just automate faster. They’ll connect deeper. Because connection isn’t soft. It’s your sharpest competitive edge.
AI is changing how we work. That’s a fact. But what’s rising in its wake isn’t just efficiency—it’s a demand for meaning.
When the machines handle the tasks, humans are left with the moments that matter. Moments of connection. Moments of judgment. Moments that require trust, intuition, and courage.
So no, this isn’t a soft pivot. It’s a strategic one.
The future of work isn’t less human—it’s more. Not because we need to resist the rise of AI, but because we need to rise with it.
The real winners in the AI era won’t be the ones who build the smartest tech. They’ll be the ones who build the strongest teams. The most connected cultures. The deepest trust.
That’s the paradox. That’s the opportunity. And that’s the kind of leadership the future demands.
Download “The Global State of Skills” to learn more about the evolving skills landscape.
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