AAI Scenarios
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Förändringsledning

AI is taking over the tasks we train our juniors on

An analyst skill that took three years to learn can now be done in an afternoon. So how do you build tomorrow's seniors?

Time

45 min

Level

Advanced

Roles

4

Framework

Capability shift matrix

Read the full scenario

Before you begin

3 minutes of prep for the facilitator

Materials

  • ▸A projector or large screen for presentation mode
  • ▸A notebook for each participant
  • ▸A facilitator (can be someone in the group)
  • ▸Water, coffee — and silenced phones

The room

  • ▸Sit around a table, not theatre-style — the conversation should feel horizontal.
  • ▸Close the door. This is not a meeting to drift in and out of.
  • ▸Decide who will document the group's decisions and reasoning.

Say as intro

"There are no right answers in this scenario — only clearer and less clear reasoning. The value comes from where you actually disagree, not from reaching consensus."

Briefing

The situation

An analysis shows that 60% of the daily work of your junior analysts can now be done by AI. The output is better, faster and cheaper. But your senior analysts say, unanimously, that those very tasks were what taught them judgement. If you automate away the apprenticeship years — where will your future seniors come from?

Discussion

Questions to wrestle with

What are we really teaching?

  1. 1.Which of the apprenticeship tasks built technical skill — and which built judgement?
  2. 2.How do we separate what we're glad to be rid of from what we shouldn't let go?

A new career arc

  1. 1.What do a junior's first 18 months here look like three years from now?
  2. 2.What entirely new roles could emerge between 'junior' and 'senior'?

Framework · Capability shift matrix

To lean on

Automate

Repetitive, data-heavy, low learning value.

Augment

Human and AI paired up, AI does the heavy lifting.

Preserve

Manual — this is exactly where the learning happens.

Invent

Entirely new tasks that didn't exist before.

Decision

Possible paths

  1. AFreeze the current junior programme until we've redesigned it.
  2. BKeep junior recruitment but rebuild what the apprenticeship years contain.
  3. CCut junior recruitment sharply and hire more senior people externally.
  4. DInvest in an internal 'AI companionship' where juniors pair with agents under supervision.

Triggers

Drop in when the discussion stalls

  • ▸Three senior analysts retire next year.
  • ▸Competitors are recruiting aggressively from your junior pool.
  • ▸Your clients are starting to ask who actually did the analysis.

For the facilitator

Tips to get more out of it

  • Ask participants to finish the sentence 'the task that taught me most early in my career was…' — then see what that says about what you're now abolishing.

Reflection

To take with you

  • "What kind of senior leaders will our organisation need in ten years — and what are we doing this year so they exist?"