The December 2024 edition of techBREK brought together leaders in technology, innovation, and workplace development to discuss pressing issues shaping the future of work. Hosted at Mastercard’s Dublin Tech Hub, the event featured a dynamic panel moderated by Jenny Darmody, Editor of Silicon Republic.
The distinguished speakers – Dr. Lollie Mancey (UCD Innovation Academy), Olivia Leonard (Mastercard), John Durcan (IDA Ireland), and Carmel Somers (CSCL) – shared invaluable insights into skills for 2030, hybrid leadership, diversity-driven innovation, and the evolving regulatory landscape.
Preparing for 2030: The Skills of Tomorrow
Olivia Leonard, Executive VP of Transfer Solutions Engineering at Mastercard, underscored the dual importance of technical and human skills. With advancements like distributed computing and AI, organisations must foster competencies in data engineering and regulatory comprehension. Mastercard, for example, employs frameworks allowing seamless software deployment across private and public clouds, reflecting their agility in meeting evolving demands.
On the human side, Leonard emphasised The Mastercard Way, a values-driven system that measures collaboration, teamwork, and adaptability. These “human skills” are critical for fostering a resilient workforce as technological transformation accelerates.
John Durcan of IDA Ireland highlighted Ireland’s unique positioning, with initiatives like Skillnet Ireland and micro-credentials enabling continuous learning. Durcan called for organisations to integrate short, focused training to address rapid technological shifts, particularly in AI.
Carmel Somers, a Chartered Work and Organisational Psychologist, expanded on the need for robust skills analysis, emphasising that organisations must look beyond immediate needs to anticipate skills for the next one to three years. She argued that learning should be embedded in practice.
“Learning doesn’t stop when the course ends,” said Carmel, adding that “employees need to put their knowledge into action – through mentoring, projects, or rotation opportunities. This is what truly embeds learning and creates lasting value for the organisation.“
Leadership in a Hybrid World
Leadership in the hybrid era demands a shift in mindset, argued Dr. Lollie Mancey, Programme Director at UCD Innovation Academy. Leaders must act as “cultural architects“, supporting diverse communication styles and fostering inclusion across both remote and in-office teams. Mancey suggested innovative approaches like asynchronous communication and video updates to enhance collaboration in hybrid settings.
Olivia Leonard shared Mastercard’s hybrid model, which combines flexibility with structured in-person collaboration. Their three-day office policy balances autonomy with opportunities for serendipitous learning, essential for integrating new employees.
Carmel added an emphasis on equity in hybrid and remote work environments. She stressed that leaders must ensure fairness for remote employees in decision-making, career development, and promotions. Organisations also need to make on-site gatherings intentional and purposeful, with a focus on activities like problem-solving or strategic planning, work that benefits from in-person collaboration.
John referenced research indicating that two-to-three office days may be optimal, blending social interaction with productivity. He emphasised the importance of intentionality in hybrid setups to maintain employee engagement and cohesion.
Diversity as a Catalyst for Innovation
Innovation emerges at the intersection of disciplines, said Dr. Mancey, emphasising that diverse teams outperform homogeneous ones when it comes to creativity and problem-solving. She advocated for moving beyond symbolic representation to active engagement, using storytelling and global consciousness to maximise the value of diverse perspectives.
John reinforced this, highlighting how Ireland’s multicultural workforce offers organisations an opportunity to test and refine AI models. He called for embedding inclusion into team dynamics to leverage diversity effectively.
Carmel expanded the conversation by connecting diversity to psychological safety. “For some employees, the pace of change can be overwhelming,” she said. “We need to create environments where people can say, ‘I’m not sure I can do this,’ or, ‘I don’t know what this means for me.’ Transparency and resilience are key to bringing people on this journey and ensuring they feel valued and supported.”
The Regulation Race: Balancing Innovation and Compliance
The panel addressed the challenge of adapting to rapidly evolving regulatory landscapes. Olivia explained Mastercard’s strategy of combining technical expertise with agile frameworks to navigate global regulations. This flexibility ensures that their software complies with localised data requirements while fostering innovation in cloud computing and distributed systems.
John elaborated on how Europe’s regulatory frameworks, particularly the EU AI Act, could follow a similar trajectory to GDPR. While there are initial fears about compliance hurdles, these frameworks could drive global standards for fairness, transparency, and safety in AI usage. He described the importance of interdisciplinary teams, integrating perspectives from fields like sociology, anthropology, and AI, to shape practical and ethical responses to complex regulatory requirements.
Expanding on this, Dr. Mancey stressed the importance of building ethical considerations into product development cycles. She argued that regulations should not be seen merely as barriers but as opportunities to rethink innovation with a broader societal lens.
This discussion highlighted a critical takeaway: regulatory frameworks are not just about adhering to rules but about setting the foundation for sustainable innovation. Those that embrace this philosophy will find themselves better positioned to lead in the evolving technological landscape.
Key Takeaways for Leaders
The panel closed with actionable advice for navigating the future:
- Embrace Uncertainty: Dr. Lollie Mancey urged organisations to lean into experimentation and embrace failure as a pathway to innovation.
- Foster Continuous Learning: Olivia Leonard recommended integrating micro-credentials, hackathons, and hands-on learning into workplace culture.
- Build Psychological Safety: Carmel Somers stressed the importance of transparency and resilience to support employees as they navigate rapid change.
- Leverage Local Strengths: John Durcan highlighted Ireland’s unique culture and diversity as a testing ground for global innovation.
This techBREK session underscored the importance of agility, inclusivity, and forward-thinking leadership. Organisations prepared to adapt and invest in their people will thrive in the evolving world of work. For those who missed the event, these insights provide a roadmap for success in 2030 and beyond.