As the head of AI transformation, it might sound counterintuitive to suggest that artificial intelligence is not the most important part of my work. It makes a significant contribution to the radical change we are looking to achieve, but the technology itself is only about 10% of the solution. A significant part of the planning and investment must be based around addressing issues like the integration of siloed information systems, the building of the organisational capability required to adopt AI safely and finding the right business case. The key is to understand that adopting AI is not only about improving existing processes – it’s about gradually reshaping how we work in a sustainable way. The goal should be phased, practical improvements that build maturity over time.
This can be daunting for any organisation that has well-established operating practices. It requires a deliberate shift from problem‑solving to rethinking how value is created across the organisation. AI is far more capable and can empower your teams to find new solutions such as gathering more intelligence about market opportunities to improve productivity and decision making. The focus should be on enabling internal teams to work smarter through safe, responsible AI adoption. If your organisation is prepared to embark on such change, you must recognise AI becomes most powerful when you bring the right data together. Today, many organisations, including ours, are still maturing in this area. Successful adopters of AI prioritise building data readiness step by step so AI can create real value without overpromising.
Obviously, the role of AI transformation then becomes much broader with the added challenge of having to implement change without disrupting existing business performance. Consequently, there are some key areas where organisations must focus their attention, beyond ensuring they pick the right AI tool…
Structural Change – Put the AI Board in Place
AI transformation evolves how organisations work. It does not replace everything we humans do today. The goal is to focus on practical, high‑value use cases that improve productivity, quality, and employee experience without creating disruption. A widely debated expression of this change is the concern that AI will replace human employees. Personally, I think this lacks imagination around the positive impact that AI can have on a workplace. Yes, it may reduce the number of repetitive, mundane tasks, but more importantly it will create new ways of working and collaborating.
However, given how rapidly the technology is moving it is critical your organisation puts the right safeguards in place and agrees policies about ethical usage. That requires adoption of a cross-functional AI Board to provide a framework for embracing AI which will manage the impact of the structural change. This provides focus for your organisation’s approach to AI. The goal should be to agree which tools offer the most benefit for your teams and concentrate on exploiting use cases that will deliver the most benefit.
The AI Board should be responsible for establishing the governance structure to help the IT and cybersecurity teams to ensure the use of AI is not creating new vulnerabilities. It should provide clarity and safeguards so employees can use AI confidently and responsibly. Our goal is to enable safe experimentation – not restrict innovation.
People Change – Enabling Collaboration and Experimentation
The ambition should be to get employees excited about the potential of AI to open up new ways of working that can lead to rewarding opportunities and exciting new challenges. Indeed, it is widely accepted that helping your people to accommodate the change is the biggest challenge you will face, taking up about 70% of the time required to implement the technology. This is because successful implementations depend on collaboration between distinct teams, which in turn depends on breaking down barriers, both for individuals and teams.
For example, imagine being able to use AI to analyse data from diverse systems such as customer service, product development and marketing to identify new opportunities to support customers.
Integrating these data sources could be seen as interfering with distinct job functions, so for all employees it is critical to educate them on what will be expected of them and a good start point is explaining how they will be measured. It could include simple measures such as demonstrating usage of AI tools, but if an organisation wants employees to adopt the technology it is also important to empower them through training.
With the right support, employees will want to experiment, which should also enable them to understand use cases for AI in their work and the competencies they need to develop. This can be achieved through opportunities for cross-functional teams to explore new ways of working and innovating and should be encouraged by senior leaders. It is crucial they set the right tone, support initiatives, celebrate successes and listen to employee feedback.
Business Change – Building the Right Business Case
The business case is not just about saving money to solve a specific problem. It is too easy to look at the saved hours and productivity gains from adopting AI as the sum total of the investment costs you must deal with. There are a number of internally focused requirements that you must build into your thinking about AI transformation. There will be costs around the integration work to enable AI to access data from disparate systems. Competence development must be a top priority. Time must also be allocated to the process of change management and how it may disrupt existing business processes. Security must be a top consideration. These are all internally focused tasks, but you must look at them if you are to capitalise effectively on your AI investment.
It is tempting to become overly excited by the potential of AI as a technology, and certainly it will bring dramatic change to organisations in the years to come, but having experienced the factors necessary for successful transformations, it is absolutely critical senior leadership teams approach AI-enabled change with cool heads and clarity on what they want to achieve. Above all, they must remember success is not dependent on the implementation of the technology, but predominantly on bringing employees with them on the journey. Many commentators talk about the rise of AI-first organisations. Those that put people and capability at the centre of their AI strategy will unlock far greater and more sustainable value than those led by technology alone.
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