Artificial Intelligence is no longer a Silicon Valley conversation. From the NHS to financial services in Canary Wharf, from tech startups in Manchester to public sector roles across the UK, AI is reshaping how work gets done.
For Nigerians in the UK—many of whom are already navigating migration challenges, career reinvention, and workplace adaptation—this shift presents both opportunity and risk.
A recent leadership discussion featuring organisational psychologist Adam Grant, MIT research scientist Andrew McAfee, and Moderna’s Chief People and Digital Technology Officer Tracey Franklin, facilitated by Jolen Anderson of BetterUp, explored how organisations can adopt AI without losing the human touch.
Here’s what it means for our community.
A Workforce at Breaking Point – And Why It Matters for Migrant Professionals
Across industries, employee performance is becoming more fragile. Research shared during the panel showed that new hires increasingly struggle with collaboration, adaptability, and task completion during onboarding.
Sound familiar?
For many Nigerians entering the UK workforce—whether switching careers, starting survival jobs, or stepping into corporate roles—there’s already pressure to “prove yourself.” Add AI disruption to that mix, and it can feel overwhelming.
The key issue isn’t laziness or lack of competence. It’s depletion.
Motivation, optimism, and personal agency are under strain.
Two mindsets were highlighted as critical for thriving in an AI-driven workplace:
- Optimism about AI’s potential
- A sense of agency in using AI tools
Employees who have both become “Pilots” — they drive innovation.
Those who lack both become “Passengers” — they feel carried by change rather than shaping it.
For Nigerians in the UK, the message is clear: AI is not something happening to you. It is something you must actively learn to use.
The Shift from Ability to Agility
Adam Grant made a powerful observation:
“We used to think the currency of success was ability; increasingly, it’s agility.”
In the UK job market, qualifications alone are no longer enough. The professionals who will thrive are those who can:
- Learn new systems quickly
- Adapt to evolving tools
- Experiment without fear
- Combine human creativity with AI efficiency
There’s also a warning: over-reliance on AI can create what researchers call “cognitive debt” — where creativity and deep thinking start to decline.
For immigrants already fighting stereotypes about competence, this is important. Don’t let AI think for you. Let it enhance your thinking.
Balancing AI Adoption with Human Agency
Andrew McAfee posed a critical question every organisation must answer:
Are employees feeling empowered, or like cogs in an automated machine?
This question hits differently for migrant professionals.
Many Nigerians in the UK already experience reduced agency — whether through visa restrictions, limited networks, or underemployment. If AI is implemented poorly, it can worsen that feeling.
But when done right, AI can:
- Reduce repetitive admin work
- Improve productivity
- Increase visibility of your output
- Create space for strategic thinking
The difference lies in how you engage with it.
Don’t wait for your employer to train you. Explore tools independently. Take short courses. Test use cases in your current role.
Position yourself as someone who understands both the business and the technology.
Lessons from Moderna: Embedding AI the Smart Way
Pharmaceutical company Moderna approached AI adoption differently.
Instead of imposing top-down directives, they embedded AI into existing workflows and meetings. They framed AI not as cost-cutting, but as:
- A solution to workload pressure
- A way to strengthen skills
- A method to make employees more marketable
That last point is crucial.
For Nigerians in the diaspora, employability is security.
If AI increases your market value, it’s not a threat—it’s leverage.
Moderna also measured growth mindset, self-awareness, and adaptability during the transition. These “soft skills” are becoming hard currency in AI-era workplaces.
Practical Advice for Nigerian HR Leaders and Professionals in the UK
If you work in HR, leadership, or management:
1. Frame AI as empowerment, not replacement
No one is inspired by “cost reduction.” People respond to growth and opportunity.
2. Make AI a strategic goal
Embed it into KPIs, performance conversations, and learning plans.
3. Push leadership to act
Slow adoption is now a competitive risk in the UK market.
4. Plan beyond rollout
AI evolution is continuous. Treat implementation as an ongoing journey.
If you’re an individual contributor or job seeker:
- Add AI literacy to your CV
- Use AI tools to improve productivity and research
- Showcase projects where AI enhanced outcomes
- Stay curious and adaptable
What This Means for the Naija UK Community
We are a resilient community.
Many Nigerians in the UK have:
- Restarted careers from scratch
- Studied while working full-time
- Built businesses from nothing
- Sent money home while building stability here
AI is simply the next transition to master.
The future of leadership in the UK workplace will not belong to those who resist AI — but to those who combine technology with emotional intelligence, cultural awareness, and adaptability.
And Nigerians? We already know how to adapt.
The real question is not whether AI will change the workforce.
It’s whether you will position yourself as a Pilot or remain a Passenger.
Naija UK Connect Insight:
AI adoption is inevitable. But with the right mindset, Nigerians in the UK can use this moment to accelerate career growth, increase earning power, and strengthen long-term professional security.
The AI era is here.
Let’s lead in it.
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