“Just play around and share what you figure out.”
This is the AI adoption strategy for too many organizations right now. It’s happening everywhere - Fortune 100 companies, federal agencies and small firms alike. Sure, tapping into your team’s perspective and curating proven practices is always a good idea. But we’re talking about the most significant human discovery since fire – at least according to a litany of tech executives.
Ninety-two percent of companies plan to boost their AI investments over the next three years. Organizations are channeling significant resources (and lots of FOMO) into their tech stacks because they view AI as THE KEY to unlocking future revenue. However, when it comes to application - how work itself must evolve to fully leverage these new tools - many are delegating their digital transformation efforts to their already overburdened workforces. It almost feels like senior management forgot people already have jobs to do.
It’s no surprise that 74% of companies are struggling to realize value from their AI initiatives. In some cases, the technology simply isn’t ready to deliver on its promises. At the same time, workers who are expected to adapt their practices through AI aren’t receiving extra time, support or guidance on how to crack this generational technology as they continue to balance their everyday responsibilities. Management expects them to simply... figure it out. As a result, only 1% of organizations consider their AI initiatives fully mature.
Innovation vs Efficiency
We’re still in the early stages of the AI-enabled transformation of work. While agents, assistants and automations are making their way into the workplace, there’s still a significant gap between AI’s promise and its real-world application. Policies still being defined. Regional regulations are playing catch up. Tech providers are rapidly evolving their solutions. Tech will be in constant flux for the foreseeable future.
Meanwhile, the drive to "do more with less" is colliding with the push for innovation. As companies trim budgets and reduce headcounts to boost profitability, they’re expecting employees to lead the digital revolution - without a clear roadmap. This approach doesn’t empower employees. It only amplifies an already stressful, combative work environment.
Employee engagement and well-being are nearing all-time lows. Sixty-five percent of employees report struggling with burnout, while 72% say it’s negatively affecting their performance. AI is only intensifying this pressure. A Pew Research study found that 52% of U.S. workers are concerned about AI’s impact on their roles, with 32% fearing job loss.
Without a clear strategy and adequate support, companies risk failing to unlock AI's full potential, while employees are left to grapple with growing uncertainty.
Removing the Guesswork
Meaningful change cannot be achieved through trial and error alone. While discovery, experimentation and iteration are critical to innovation, they must be balanced with careful planning and direction. For AI to reach its full potential, organizations must dedicate resources to guide the transformation of work processes. This goes beyond just teaching employees how to use new tools. People need clear guidance on how to apply these tools effectively within their changing workflows and in alignment with the organization's priorities.
Organizations must allocate resources to determine where AI fits into workflows, which tasks still require human involvement and how processes must be redesigned to maximize productivity. Senior management must designate team members to work cross-functionally, identifying areas for improvement and pinpointing applications that can deliver the most value. This collaborative approach will maximize impact while ensuring employees are engaged throughout the transformation process. By prioritizing the alignment of people and technology, organizations can ensure both operational efficiency and a positive employee experience.
Clarifying L&D’s Role
AI isn’t just another training topic for L&D to manage. It’s fundamentally transforming the role L&D plays in the modern workplace. AI enables us to personalize learning and support in innovative ways, shifting from standalone solutions to an integrated ecosystem embedded directly within workflows. This empowers individuals to share knowledge, solve problems and build essential skills more effectively. By embracing this shift, we can scale our limited L&D resources, ensure more people receive right-fit support and focus our unique skills on the most complex development challenges.
L&D can also leverage this renewed mindset to help employees keep pace with rapid changes in their workplace. Rather than expecting individuals to navigate transformation on their own, L&D can offer the support and guidance needed to help employees understand how their roles are evolving. We must create space for employees to ask questions, gain clarity about how they’ll be expected to change and ensure they feel like active participants in this transformation, rather than passive bystanders.
L&D must collaborate with decision-makers across the organization, including IT, Operations, and HR, to determine the most effective ways to communicate changes to the workforce. By doing so, we can align skill development initiatives with key areas of employee concern, helping them adapt to new practices, processes and expectations. This positions L&D as a critical player in reducing fear and uncertainty around AI. Additionally, we must resist the temptation to rely on generic, off-the-shelf content libraries that provide broad overviews of how AI works. Instead, our focus must be on the real-world application of AI, helping employees understand how to effectively integrate these tools into their everyday work processes.
Putting People First in the AI Era
Remember, an organization can only transform as quickly as its people can learn. Let’s work together to ensure we’re not just keeping pace with technology but empowering our people to thrive alongside it.
About The Author
JD Dillon is a veteran talent development leader and author of The Modern Learning Ecosystem. With more than 25 years’ experience in operations, training and performance at organizations like Disney, Kaplan and AMC, JD helps people do their best work every day as Chief Learning Officer at Axonify and Founder of LearnGeek.
AI Statement
Every word in this post was written by the human author. AI was used to support research, ideation and editing throughout the creation process.
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