If your LinkedIn channel is like mine, 80% of the content spills about how the latest AI model will revolutionize their activities. But it is almost zero for me – people got it backwards. The thing that will determine the degree to which the company will use AI is their culture-it is a matter of change management, and not the matter of using this model AI or that.
More precisely, it is a change in change possibility. This is an exciting time in history, when people at every level can be authorized by technological changes – and you, as a business leader, can be the one who motivates your organization and helps to effectively move in this change process. I found that this means a return to the basics.
My own “basics” include a diploma in psychology long before starting the construction of AI products and I am more and more often based on basic mental concepts to increase the results, because the clients I work with accept AI in their activities. Here are the rules for managing changes that can also strengthen your organization because it takes AI transformation.
Changing uncertainty into understanding
Fear is one of the biggest obstacles that organizations implementing artificial intelligence are. Fear of the need for new skills, introducing innovation faster than you can keep up, and above all roles, which makes the roles unnecessary – they are all understandable and worth enormous empathy. But With regard-Framing, how these feelings about artificial intelligence arise and are conceptualized, is crucial for future success.
How School of positive psychology It has been established that human concerns require a human approach: more than just alleviating negative emotions, the most effective is to emphasize strengths, well -being and growth. In other words, transferring messages from pathology to compassion, from pessimism to optimism, is the only way to solve very real fears AND Get a real entry in new ways of thinking.
I honestly believe that the most effective communication strategy is now placing And in the context of earlier points in time Just like the industrial revolution or early internet. This is unpredictable, but it is exciting: people gain new skills and achieve new things that no one has done before. Your true passion for doing new things and doing real progress in the whole society will be the basis of the company's culture, which includes experiments without fear and enthusiasm-the tons of tons all the following efforts of artificial intelligence transformation.
The most underrated link in AI adoption
However, these efforts will have to be based on their positive culture of the company, grabbing nuts and screws, how individuals learn new skills and habits. Giving your company a basic set of skills that everyone needs in the AI era can simply be PowerPoint; Measurement of results cannot simply be a survey. Your adoption plan must be a developed, long -term initiative driven by observation learning and the use of conditioning rules.
Knowledge raises satisfaction
Observation learning Do social science, like children of the best athletes, model behavior based on what others have already seen. Simply put, show me the things I can relate to, and I will adapt – maybe not flawlessly, but comfortably. We, as people, are built to act in this way.
In this way our company, To doHe constructed our internal AI adoption program. We sent a detailed questionnaire for each employee – which tools do you already know? What pain points do you want to pay back? Who are you already coming with questions about artificial intelligence? The answers were the basis for individually adapted learning plans, which gives each member of the team to build useful artificial intelligence skills in a known way.
From concept to habit: creating AI Stick
Ensuring that skills actually take place, the student requires showing a real value. To this end, AI must be rooted in existing tools and processes – there can be no burdensome “separate thing”. For example, the built -in AI capabilities in Slack can do miracles to complete my thinking and maximize the results in the application in which I spend time.
Ultimately, determining where AI will create the greatest value, it is necessary to determine how specific roles perceive maximum usability – giving everyone the width of identifying individual bottlenecks and skills AI to solve them, independently or collaborated. This Positive reinforcement will confirm the thinking that AI Actually Let you perform tasks faster, better or completely new.
Showing this value in everyday processes consistently will go even further: with time, Classic conditioning It will automatically make artificial intelligence at the top when a complex or unknown task requires a solution.
Trust, but verify
AI agents should be tools, but they cannot act on autopilot; And cites non -existent legal matters Or Columnists recommending false books These are the last two examples of the risk associated with the complete removal of the human element. Risk appetite assessment everyone The case of the use of AI is crucial for implementing the best solution.
However, as every teenager's parent provides you, people have built -in unconscious prejudices that make it difficult to assess the risk. . Heuristic availabilityFor example, it pushes us to overcome the probability of particularly unforgettable events; There is almost a band, the OptimismIt leads us to the belief that negative events are less likely that they happen to us than others. And these are only two of very long list.
Tools that help verify the results of AI agents and organize how they work together are a step towards cutting prejudices and risk management, and are developed by AI's future company. But knowledge about what prejudices exist above all and how they work, it will be the way you understand the problems that arise and protect against them.
Application
Ultimately, navigation transformation AI will not differ significantly from the digital transformation, through which many of us have already survived. As we stated, going out better, faster and stronger means mastering the technologically low rules for managing changes: understanding how the human mind works, it will help us adapt to the best use of this brave new world.
