Is Your Culture Ready for AI?

Your organization's culture will determine how successful your AI transition will be. 

Business transformation has always hinged on people. No matter how advanced the tools, if the people don’t adopt them, change fails. As long as humans are involved in business, and I hope that's for a long, long time, how people feel, respond, and engage will matter most. 

AI promises to be a seismic shift in all that we do at work. Experts predict it will upend decades of traditional business practices, traditional roles, processes, habits, mindsets, and skills. It's an exciting time for some, and for others, it may be causing more anxiety than curiosity. 

"In the long term, artificial intelligence and automation are going to be taking over so much of what gives humans a feeling of purpose." -Matt Bellamy, Lead Singer of Muse. 

I know, what does a rockstar know about business? But artists are often early to reflect on cultural change. Considering AI’s role in both business and creativity, his perspective feels relevant. 

According to McKinsey, 70 percent of employees said that their work defines their sense of purpose. 

The work we do with our heads, our hearts, and our hands matters to us. It helps shape our identities, giving us a sense of pride. It fills our need for contribution, accomplishment, community, and collaboration, and we get paid for our contribution. As organizations adopt an "AI-first" approach and others consider integrating AI into their strategies, “how” you implement will matter very much. 

In employee engagement, we talk about “Moments That Matter.” These are turning points in an employee’s journey that have an outsized impact. Implementing new technology is one of those moments—especially when the tech raises deep questions like: Is AI an extension of people, or a replacement for them? 

It’s a moment that could disrupt people’s sense of identity and security—or strengthen it. One thing is certain: people will have feelings about it. 

The pressure on leaders to adopt AI or risk becoming irrelevant is intense, and technology thought leaders are loud and definitive: companies that fail to adapt will be left behind. A recent McKinsey report stated: “This transformation will take some time, but leaders must not be dissuaded. Instead, they must advance boldly today to avoid becoming uncompetitive tomorrow.” 

According to some reports, large organizations are using personal employee AI adoption as a performance metric, and a modern-day vitality Curve, also known as Rank & Yank, developed by Jack Welch. In 2025, 

Microsoft laid off 15,000 employees, and rumors suggest AI adoption concerns factored into those decisions. The message is becoming clear, and the pressure is on for leaders to transition their business to AI and for employees to get on board. 

‘People don’t resist change; they resist being changed.’ - Peter Senge, Founder of the Society for Organizational Learning. 

No matter how much you integrate AI, you will still need your people during and after implementation, so it matters very much “How” this transition happens, not just the outcome. Culture and communication will define whether your AI strategy succeeds or backfires. 

Here are six steps leaders can take to ensure a successful transition to AI while taking care of their culture and their people. 

1. Define what AI means to you and your organization. 

2. Keep in mind that AI is a strategy for achieving your mission statement or organizational purpose. 

3. Use the Diffusion of Innovations theory as a framework for your culture. - This means intentionally identifying and empowering early adopters, creating space for experimentation, and communicating success stories to accelerate buy-in across the organization. By aligning your culture with how innovation naturally spreads, you can foster more organic, sustainable change. 

4. Consider all generations in your workforce and who may need extra support. Reverse mentorships can help bridge generational tech gaps. Different age groups adopt technology at different rates. 

5. Win the hearts and minds of your people. Start from the middle of your org chart and build out. Create an AI adoption team that represents a “diagonal slice” of your workforce across roles, seniority, and generations. 

6. Respect the pride in hard-earned expertise. Some employees may see AI as a threat to their relevance. Go slow where needed. Acknowledge their value. Build programs that help everyone find their new role in the future. 

Can you lead change in a way that includes everyone? It might mean taking a little more time, having more conversations, and making space for people to adjust. Move too fast, and you risk losing those who’ve spent years building your organization. No matter how much work changes, people will always matter. Make sure your culture reflects that.