Joris Van Der Gucht’s Post

Why Leaders Should Bring in AI Consultants (Now, Not Later) McKinsey & Company projects Generative AI could add $2.6-$4.4 trillion annually to the global economy. But most companies won’t capture that value. Why? The barriers aren’t technical — they’re human. 👉 According to Boston Consulting Group (BCG) & Deloitte, the top challenges are: Lack of AI/GenAI literacy in non-tech roles Uncertainty about when to use GenAI Shortage of talent & ineffective training Employees not having time or clarity to apply tools This is where consultants make the difference. They help leaders: ✅ Identify where AI can drive revenue first ✅ Build custom strategies & training for both execs + frontline staff ✅ Fill talent gaps while systems are built ✅ Boost efficiency and employee morale The takeaway: GenAI is moving fast. Companies that don’t get external clarity risk being left behind. GenAI is not a cost. It is An investment in capability, confidence, and growth.

🚨 AI Revolution Alert: Your Company's Biggest Challenge Isn't Technology—It's People! Most leaders think AI adoption is about buying the right software. They're wrong. TechCrunch just revealed the uncomfortable truth: AI is creating unprecedented organizational challenges that go far beyond technical implementation. ✅ Here's what's really happening: • Unlike previous tech waves, AI fundamentally changes HOW humans work • Companies are struggling with complex change management issues • AI adoption often fails at the front lines, not in the boardroom • The human element is the make-or-break factor 💡 Key insight from Harvard's Digital Data Design Institute: "Machines won't replace humans, but humans with machines will replace humans without machines." This isn't just about training employees on new tools. It's about: 🧠 Reshaping organizational culture 📈 Redefining roles and responsibilities 🔥 Managing fear and resistance to change 💬 Creating psychological safety for experimentation ✓ The companies winning at AI transformation are focusing on: 1. Change management BEFORE technology deployment 2. Involving front-line employees in the AI strategy 3. Building AI literacy across all levels 4. Creating clear communication about AI's role ❌ What's NOT working: • Top-down AI mandates without employee buy-in • Focusing solely on technical capabilities • Ignoring the human impact of AI integration • Treating AI as just another software upgrade Box CEO Aaron Levie puts it perfectly: The organizations that successfully navigate AI transformation are those that understand it's fundamentally a people challenge disguised as a technology problem. 🚀 The bottom line? Your AI strategy needs a human strategy. Start with your people, not your processors. 💭 What's been your biggest challenge in AI adoption at your organization? Is it technical or human? #AI #OrganizationalTransformation #ChangeManagement #Leadership #FutureOfWork #AIStrategy #DigitalTransformation

👉 "Worried AI will replace you? The real risk is being outpaced by someone who knows how to use it better than you." AI isn’t just a technology shift—it’s an organization development challenge. The companies that are thriving in 2025 aren’t simply buying new tools. They’re reshaping how teams learn, collaborate, and adapt. They’ve understood that AI adoption is less about algorithms and more about mindset, culture, and structures. Take HR for example: ✅ A recruiter who uses AI for resume screening spends more time building human connections. ✅ A manager who uses AI-powered insights in performance reviews shifts the conversation from data-entry to development. ✅ A learning team that uses AI for skills mapping redesigns careers around growth, not just titles. But here’s the catch—these shifts succeed only when leaders embed AI into the design of work, not as a side project. And most importantly, training people to use AI is just as critical as implementing it. Without this, tools become underutilized, misunderstood, or even resisted. OD thinkers like Prof. TV Rao have long reminded us: transformation happens when learning, processes, and leadership behavior align. AI is no different. 💡 The future isn’t about AI replacing humans. It’s about organizations that design systems where humans and AI elevate each other. 👉 How is your organization redesigning work, roles, and culture to be truly AI-ready? #AIinHR #FutureOfWork #OrganizationDevelopment #Leadership #DigitalTransformation

“Just spend some time playing with AI.” “You’ll figure it out, it’s easy.” This is what employees are being told about learning new AI tools. The reality on the ground is very different. According to SHRM’s 2024 Workforce Report: ▶️ Nearly half of U.S. workers (47%) felt unprepared for wider AI adoption ▶️ Four in five (80%) described their AI knowledge as only beginner or intermediate And Deloitte’s 2024 study found: ▶️ Almost 50% of employees were unsure how to achieve the productivity gains their employers expected So instead of feeling empowered, many employees feel stressed, frustrated, and left behind. The gap between digitally confident workers and everyone else just gets wider. The technology isn’t the problem. The rollout and the communications are. As one senior communications leader told me proudly: “We got four hours of training.” That's not enough. Clear, transparent, communication about why AI is being used, combined with ongoing training, is what builds confidence and capability. AI adoption isn't failing because tools don't work. It's failing because people feel unsupported. As we move deeper into 2025, are you investing as much in training and communication as you are in AI itself? #AIAdoption #Leadership #FutureofWork

AI is rapidly changing the workplace in 2025. My initial concern was about job displacement, especially in routine roles, many leaders now see AI as a tool to support—not replace—employees. AI is boosting productivity, freeing people from repetitive tasks and allowing more focus on creativity and collaboration. As new jobs emerge in AI-related fields, workers and companies face the urgent need to reskill and adapt. The future of work will demand ongoing learning and human-AI partnership, making it essential for businesses to invest in training and thoughtful AI integration.

AI is taking jobs - wherever I go and whoever I speak with, this is one of the main topics people want to discuss and share their thoughts on   My contrarian view: AI isn't changing jobs—it's revealing what humans are actually great at...   After two decades of automation and transformation, I've noticed something counterintuitive: The more we automate, the more valuable uniquely human skills become.   The Evolution I've Witnessed: Phase 1 (Early 2000s): Technology replaced routine tasks Phase 2 (2010s): Automation handled complex workflows Phase 3 (2020s): AI augments decision-making Phase 4 (Now): Human creativity and judgment become premium skills   What AI Can't Replace: → Contextual problem-solving in ambiguous situations → Emotional intelligence in stakeholder management → Creative synthesis of disparate information → Ethical reasoning in complex scenarios → Intuitive pattern recognition in novel situations My Framework for Human-AI Collaboration: 🎯 AI for Processing: Data analysis, pattern recognition, routine decisions 🧠 Humans for Wisdom: Strategy, ethics, creativity, relationship building 🔄 Together for Impact: AI provides insights, humans provide judgment Organizational Design Implication: The winning organizations aren't replacing humans with AI—they're designing roles that maximize the unique value of both.   In every transformation I've led, the teams that embraced AI as a thinking partner (not a replacement) delivered the most innovative solutions.The future belongs to organizations that make their people irreplaceable by making them more human, not more machine-like. How are you designing roles that amplify uniquely human capabilities alongside AI? #HumanAugmentation #AIStrategy #FutureOfWork #OrganizationalDesign #DigitalTransformation #Leadership #WorkforceEvolution #CreativeLeadership #HumanSkills #TransformationLeadership

Agents, Automation, and AI are sparking organizational fear, especially in HR departments and for teams handling important data. I've seen it 1st hand with people I work with, and I'm incredibly empathetic to the scenario because I've observed friends & colleagues lose their roles to AI. How could you possibly invest in a tool that might one day do your job? It feels impossible. And if you feel this way, you are certainly not alone. One of the best ways I've helped people overcome this fear is not by focusing on automation at all, but rather by adapting AI to manual, operational, or tasks sequentially and practically. Building confidence around AI takes time, but the reward is unlocking an opportunity to grow, develop, and learn, to get ahead of the AI curve. How have you helped people overcome the fear of AI at work? #AIStrategy #AILiteracy #AIAcceleration

AI isn’t coming for your job — it’s coming for tasks. And there’s a big difference. McKinsey’s 2023 report shows that 60–70% of today’s work activities could be automated by 2030 . But that doesn’t mean 60–70% of *jobs* will vanish. Instead, we’re seeing a reshaping of roles: ✔ Repetitive tasks are being offloaded to AI ✔ Time is freed up for strategic, human-centric work ✔ Skillsets are shifting toward creativity, judgment, and collaboration The takeaway? AI augments talent — it doesn’t replace it. Leaders who invest in upskilling their teams now won’t just weather the transition. They’ll lead it. #FutureOfWork #AITransformation #DigitalStrategy #WorkforceDevelopment

Over the last 6 months, we’ve learned a key lesson about AI adoption at scale: when organizations roll out AI tools without addressing human dynamics, failure is the more common outcome. These are the four barriers that consistently derail adoption: Lack of leadership vision ↳ Many executives recognize AI’s potential but struggle to create a clear, consistent vision that prepares employees for change. Low engagement and trust ↳ Employees often fear AI will replace their jobs, a fear amplified by sensational headlines and layoff rumors. Poor organizational readiness ↳ AI introduced without alignment, training, or integration into daily work leads to fragmented, disjointed deployments. Inadequate training and support ↳ Without role-specific guidance, employees become frustrated and confused, especially when “what you can’t do” is clearer than “how to succeed.” AI adoption is as much about people as it is about technology. Here are solutions that go beyond simply adding more tools: → Transparent leadership that addresses fears head-on. → Structured engagement that builds trust. → Readiness assessments before rollout. → Ongoing, role-specific training that empowers teams to experiment and learn. What’s the biggest human challenge you’ve faced when implementing AI?

AI is Disrupting the Workforce — But Here’s How We Adapt The headlines are everywhere: “AI is replacing jobs.” But the truth is more nuanced, AI isn’t just a replacement engine, it’s a work redesign engine. The Disruption • Routine tasks → automated (reports, scheduling, customer queries) • Professional work → augmented (coding, marketing, legal, healthcare) • New roles → emerging (AI trainers, governance leads, human-in-the-loop supervisors) The result? A polarized workforce where those who adapt thrive and those who don’t risk being left behind. ⸻ ✅ The Solution: AI Workforce Playbook Here’s how individuals & organizations can adapt practically: For Individuals: 🔹 Treat AI as “the new Excel” → non-negotiable skill 🔹 Focus on hybrid skills → domain expertise + AI literacy 🔹 Reskill every 2–3 years → micro-courses, projects, hands-on tools 🔹 Adopt a co-pilot mindset → “AI + Me” beats “AI vs Me” For Organizations: 🔹 Redesign workflows around AI augmentation, not just automation 🔹 Launch in-house AI academies for employees 🔹 Set up AI governance to ensure responsible, bias-free adoption 🔹 Empower humans to double down on empathy, creativity, and strategy ⸻ 💡 Bottom Line: AI won’t eliminate work it will transform it. The winners will be the ones who adapt fastest, reskill continuously, and redesign workflows with AI at the core. #AI #FutureOfWork #WorkforceTransformation #Leadership #ProductManagement