Getting Your Organization Ready for AI Adoption

Geopolitical forces are putting pressure on supply chains and are creating constraints on organizations. Additionally, generational shifts have created an environment where more workers are leaving the workforce than entering requiring organizations to think differently on how they create, develop and manage their people.

As organizations begin to bear the pressure of our current macro-economic conditions, AI has become a critical force in how organizations are making decisions, designing strategy, and executing towards outcomes. According to Gartner, “38% of HR leaders reported they are piloting, planning implementation, or have already implemented generative AI.” Organizations are finding innovative and creative ways to implement such tools as ChatGPT, integrated recruiting tools, skills platforms, AI based analytics platforms and virtual assistants. While most organizations are familiar with digital transformation efforts, the proliferation of AI technology within organizations brings a new set of challenges that HR leaders must face.

From ensuring data privacy to addressing bias in AI algorithms, these complexities require thoughtful navigation. As you begin to adopt innovative technology, here are a few tips to get your organization ready for AI adoption: find your champions, communicate a positive intention, and integrate AI adoption and change into your overall talent strategy.

Like any major change, AI adoption requires leaders to build buy-in across the organization. Champions are people across your organization that have credibility, influence results, and can be a source of inspiration to convince and persuade others.

Finding the right people to help make your AI adoption stick is critical in achieving ROI. Champions can drive engagement by creating excitement and communicating the benefits of AI, making employees more open to change. Additionally, champions can help to mitigate resistance that employees may have. By fostering early adoption and building buy-in, champions can help create business impact faster.

Facilitating open dialogues and providing continuous support ensures that employees feel heard and valued, thus smoothing the transition process. Moreover, champions can offer insights into potential hurdles and innovatively address concerns, ensuring a smoother, more integrated AI implementation.

To effectively leverage champions, it is essential to identify the right individuals who can advocate for AI adoption. Here are examples of who these champions might be:

• Department Heads: These leaders have a deep understanding of their team's workflows and pain points. Their support can demonstrate how AI solutions can address specific needs and improve efficiency.

• Senior Executives: High-level endorsement from C-suite executives can set the tone for the entire organization and underscore the strategic importance of AI initiatives.

• IT Leaders: Technology managers and IT directors have the technical expertise to understand AI capabilities and can articulate the technical benefits and requirements.

• Influential Employees: Long-tenured employees or those with a strong organizational network can be instrumental in spreading positive sentiments and encouraging peers to embrace AI.

• Change Agents: Professionals who have experience leading previous change initiatives can leverage their skills to facilitate the transition to AI.

For example, the head of recruitment can be a champion by emphasizing the strategic value of AI in reducing hiring biases and attracting top talent. They share metrics from other organizations showcasing improved diversity and retention rates due to AI-driven recruitment.

Overall, by leveraging these champions, an organization can communicate the value of AI technology, reduce resistance and help promote adoption by helping to communicate benefits and show positive business outcomes

Forrester has found that 36% of employees “fear losing their jobs to automation or AI in the next 10 years”. This figure conveys the anxiety that many feel when leveraging AI in their current work. As an HR leader, communicating with transparency and offering opportunities of co-creation helps to foster trust, engagement, and alignment. Many employees are concerned about job security and a clear message can help to show them that AI adoption will help enhance their work rather than replace them. Transparency helps to build trust by helping employees feel like they are being included in the overall transformation process. Framing AI as a tool to help people, rather than simply create efficiencies, can also create alignment between company culture and values. When AI is communicated in a way where employees know how it will benefit them personally, they will be more likely to embrace it.

Creating transparency and co-creating experiences with employees is pivotal for redesigning job roles to smoothly integrate AI. Employers can initiate this process by involving employees in job role re-design, where they work with employees to incorporate AI technology into their day-to-day activities and processes. This inclusive approach not only gives employees a sense of ownership over the changes but also enables the organization to tailor AI tools to meet the actual needs of its workforce. For example, HR leaders can set up cross-functional teams to identify and redefine roles where AI can take over repetitive, mundane tasks, freeing up employees to focus on more strategic and creative aspects of their jobs. This reimagining of job roles can significantly reduce anxiety and resistance, making employees active participants in the transition.

From a change management perspective, organizations should implement structured change management strategies that include transparent communication, training, and continuous support. Change management methodologies like ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) can be employed to ensure employees are well-informed about the changes, motivated to engage with AI, and equipped with the necessary skills and knowledge. By reinforcing the benefits and highlighting success stories within the organization, employees can witness firsthand the positive impact of AI, thereby fostering a culture of openness and adaptability. A transparent approach to AI adoption can transform potential resistance into enthusiasm and innovation, aligning with the overall strategic goals of the organization.

Integrating AI adoption into your talent strategy helps to improve the employee experience and ultimately achieve long term business goals. HR leaders can integrate AI adoption into their overall talent strategy by identifying future skills needs, creating personalized learning and development programs, and leveraging AI to create internal mobility and career pathing. AI-powered and skills-driven tools can help make this seamless. By aligning AI initiatives with broader HR strategies, leaders can foster a more agile and adaptable workforce ready to navigate the evolving business landscape and drive sustained organizational success.

For instance, consider a company that aims to increase its market leadership by continuously driving new products to market and focusing on innovation as a lever. This business strategy relies heavily on having a highly skilled and innovative talent pool. To support this, the HR department implements an AI-driven talent initiative focused on continuous learning, upskilling, and reskilling. HR is providing a value-added service to the business by ensuring the organization has the capabilities to meet its desired outcome of increasing market share.

AI's transformative potential can enhance organizational decision-making, strategy design, and outcome execution. By identifying champions to foster early buy-in, clearly communicating through transparency to alleviate employee concerns, and embedding AI initiatives within the talent strategy, HR leaders can ensure a smoother transition, fostering an agile workforce prepared for what the future holds.

Download our eBook, “How HR Leaders Can Translate AI’s Promise into Results,” for practical guidance on aligning AI adoption with your workforce strategy—so you can reduce resistance, foster trust, and drive lasting impact. Or, learn more about Cornerstone Galaxy AI.