Five Steps Toward Building an AI-Friendly Culture

For instance, involving employees in the design and rollout of AI projects can shift perceptions. When employees have a hand in shaping how AI is integrated into their work, they are more likely to see it as an opportunity rather than a threat. Trust is not a one-and-done achievement; it requires sustained effort. Leaders must demonstrate integrity, transparency, and empathy throughout the transformation journey.

Innovation demands experimentation, and experimentation comes with inevitable failures. Yet many organizations cling to a risk-averse mindset, stifling creativity. To unlock AI’s potential, organizations must create an environment where trying – and sometimes failing – is not just acceptable but encouraged.

 Hackathons, pilot programs, and clearly defined risk frameworks can signal to employees that experimentation is part of the organization’s DNA. Leaders should model this behavior, demonstrating a willingness to iterate and learn from setbacks. This approach not only

Leaders must acknowledge that ideas can come from anywhere in the organization, and diverse perspectives can uncover novel applications for AI. For instance, frontline employees who interact directly with customers may identify opportunities for AI that leadership might overlook. Psychological safety ensures these voices are heard, enabling the organization to harness the full creative potential of its workforce.

AI’s rapid evolution demands a workforce that is agile and dynamic, so organizations must prioritize continuous learning to gain and retain a competitive advantage. This starts with a candid assessment of current skills and behaviors. In which areas do leaders and employees excel? Where are the gaps? Which outdated practices and behaviors need to be unlearned? Starting at the very top, leaders in the organization must take an honest and hard look at their organization’s culture to answer these questions. Tools such as Kompetently’s AI-enabled personalized assessments can help leaders take stock of their organization’s current capabilities and identify gaps.

COVID-19 reshaped where and when we work; AI is redefining how. The skills required to do our jobs are expected to change by a whopping 65% by 2030, and learning is the only viable strategy to future-proof an organization against this unprecedented pace of change. Leaders should design tailored learning programs that equip employees with the skills and mindsets needed to thrive in the AI-augmented workplace. From technical AI training to soft skills like adaptability and critical thinking, the focus must be on holistic development.

Historically, change management was reserved for major, episodic transformations. Today, it’s a continuous process. However, many organizations are ill-equipped to handle this reality. According to a recent study, 82% of HR leaders report that their managers lack the skills needed to lead change effectively.

Successful change management starts with a clear and compelling vision. Leaders must articulate the “why” behind AI deployment and how it aligns with the organization’s strategic objectives. This vision should be supported by a robust change management strategy that includes communication, training, and employee involvement.

Involving employees as active participants in change efforts – not just passive recipients – fosters a sense of ownership and commitment. Research shows that organizations with effective change management practices achieve higher shareholder returns and improved employee engagement. Managers, in particular, play a crucial role in this process. They must be given the tools and training to rally teams around a common mission, inspire people to do their best work, and foster collaboration as the organization adopts new ways of working.