AI in the workplace: The conversation every leader needs to start with

We talk about AI a lot, especially about which tools to use, what they do, where and how to get started, and whether you’re camp “ChatGPT, Claude, or Co-pilot”.

But I don't think we're talking enough about the human side of this. The mentality shift that is needed, the million unanswered questions you sit with at night, the fear that comes with it: fear of using it, fear of not using it, fear of what the future looks like either way. Overwhelm, resistance, the emotions, and everything else you’ve been feeling and thinking lately.  

Over the last few months, I've been guiding conversations between business leaders in the US and Canada on the broader strategic issues posed by AI. And I keep hearing the same things: most of them are unsure where to start, afraid of getting it wrong, feeling behind, or all of the above. Then there are those who simply don't see why it's relevant to them or their industry. And then there is a small group of leaders who drank the AI Kool-Aid; they’re going all in on exploration and experimentation, and they’re obsessed. 

If you work in financial or legal services, construction, manufacturing, tourism, or any industry for that matter, this one is for you. AI might or might not be top of mind, or it can even feel like it doesn't apply to your industry. Here's what I've been seeing: it's not really about the industry, the size of your organization, or the level of leadership when it comes to implementing this phenomenon. It's about the people in the organization and whether they're ready to have an honest conversation about change.

Start with your strategy

When leaders consider implementing AI in the workplace, the first question often asked is: What can we use and how? But that is not exactly the best place to start. 

When introducing anything new in your organization, whether it's a process, a tool, or a strategy, it should solve an existing challenge. Using something for the sake of using it doesn't really work, and it should never be a nice-to-have. 

So before going any further, first examine your organization closely. What is working? What isn't? Where are things slower than they should be? Where are opportunities being left on the table? What tasks are costing your team time that don't need to? Once you have a clear picture, you can start asking questions like: where can AI come in and help us be more productive, effective, and efficient? And what can we use for this? 

The hardest part is not the technology

Right now, the hardest people to get on board with AI implementation are the people at the top. Leadership adoption is where most organizations get stuck. And yet, without some level of support from the top, it becomes difficult to move an organization forward. 

And then there's the second challenge. If you’re willing to move forward, getting your team on board isn’t always as straightforward. If your team thinks that implementing AI means that they’ll lose their jobs, they will resist it. And if they only do it because you said so, you will not get real engagement... at best, you’ll get compliance.

What I’ve seen work is shifting the framing entirely. Applying AI is not about replacing your people; it’s about finding ways that it can work alongside your people. How can it improve their quality of work, make your team more efficient, and become a partner in day-to-day tasks? How can you spend less time on repetitive tasks and more time growing the skills that will matter most in the future?

When your team starts answering those questions, the conversation changes.

Experimentation leads to buy-in

Getting buy-in, whether that's upward to leadership or downward to your team, comes down to one thing: involving people in the process and allowing them to experiment. A low-barrier way to do this is to create small teams that can start projects on real organizational challenges. Pair people with more AI experience with those who are curious but less experienced. Give them some guardrails (not too many and not too little), empower them to take action, and see what they can break and build.

Run weekly AI-learning conversations where everyone shares what they've discovered and learned, and which new tools they're using. If every employee needs to figure it out on their own, you end up with duplicated effort, wasted resources, and solutions no one else knows about. Doing this together also creates a more meaningful learning opportunity.

Formal training isn’t always needed; often, the best learning happens when people are given the space to experiment with others and share what they’ve found. When someone finds something that works, let them champion it. Nothing is more powerful than a colleague sharing what worked for them, how it works, and what it could do for you too.

The Honest Truth

I won't pretend otherwise. We've all heard that roles will change and certain jobs will become obsolete. But on the flip side, AI is also creating new roles in the workplace. Organizations are now hiring people specifically to work with and around it.

The people who will feel the impact most are those who stop learning and growing. And hasn't that always been the case? The bigger risk isn't engaging with AI, it’s standing still while everything around you moves. That is the real threat, not the technology itself.

AI is here to stay and it’s developing at a pace none of us can fully predict. The leaders who will navigate this well are the ones who approach it thoughtfully, who understand their organization first, bring their people along, and build from a place of opportunity rather than fear.

Where to Start

If this resonates with you, here is where I would start. Don’t sign up for another tool, or launch a pilot program, or hire an outside organization that can apply AI in your organization. Simply start by having the important conversations with your team about how the organization is doing and how they feel their work is going. Ask what they think about AI and how they’re currently using it in their work and in their personal lives. Ask where they feel stuck in their work and where they see opportunities. This conversation is the foundation for building something meaningful, and you might be surprised by what you hear.

And remember, when you're having these conversations in your organization, you're not behind on AI. You're putting in the real work to stay ahead. Do it together, not in isolation.

Feel free to email me at renate@twenty6consultancy.com or drop me a line on LinkedIn if you have any questions!