Everyone’s talking about AI in GBS, and a question that comes up is: how will it reshape the talent mix?

Here’s where it’s heading:
🔄 Routine roles are shrinking fast with AI-enabled workflows.
📈 Demand is rising for process design, change management, and business partnering.
🚀 GBS is shifting from execution to being a training ground for enterprise leaders.

The future talent mix looks like this:
~ Digital Enablers – automation, data, AI experts.
~ Business Integrators – bridging GBS outcomes with enterprise strategy.
~ Change Navigators – leaders guiding people through transformation.

What leaders can do today:
~ Audit current skills to identify risk areas.
~ Upskill in differentiators like problem-solving, storytelling, and influence.
~ Frame automation as opportunity, not threat.
~ Give cross-functional exposure to expand business acumen.
~ Lead with transparency so change doesn’t breed fear.

But here’s the hurdle:
🔒 Skills gaps are growing faster than training budgets.
⏳ Many teams don’t have bandwidth to learn while delivering.
🤔 Change fatigue is real, and trust can erode if comms are inconsistent.
🧭 Leaders often lack a clear roadmap for future capabilities.

AI adoption will keep accelerating, but the differentiator will be how well we prepare and bring our people along the journey.

👉 How are you addressing these hurdles in your GBS teams; prioritizing training, redesigning roles, or hiring differently?