The rhetoric around the pace of technological change, and particularly AI, has shifted. With businesses experimenting in silos and investing heavily in technology to streamline operations and drive productivity over the last two years, many have reported that adoption and progress has been slow, and the associated risks of AI are coming to the fore as they move into the deployment phase.  

Organisations are operating in a state of constant flux. Disruption is the norm, and companies must adapt and innovate to stay competitive. So, it’s natural that transitioning to more automated practices is a priority to drive efficiency. But few are managing the transformation efforts well, and fewer still are empowering all their people to own those processes and drive change. Typically, the focus tends to be on those using the technology day in day out or those who are directly impacted by it, and the rest of the business is left in the dark, despite being able to see the huge level of investment that is being made.

Why do people fear new technology?

Sensationalist media coverage aside, when people aren’t informed and engaged at the right time, fear sets in. Many dread the notion of software with limitless self-awareness, and that fear is often sparked from misunderstanding. In its purest form, AI is a smart algorithm, designed for logical data processing and decision-making based on patterns it learns from data. But businesses aren’t taking the time to share how they’re using the technology in an accessible, and ethical, way.  

Without clear explanation, and frequent updates on progress and the positive impact technology has for the business and its people, teams are left to worry about the viability of the jobs, and how their specific roles may change in the future.

So, what can do we differently to engage and ensure any technology or digital transformation is successfully adopted?

1.    Build resiliency

Irrespective of the technology in play, the pace of change is showing no signs of slowing down and how we all perform our roles is likely to change in the near future. We must take away the fear factor and build resiliency amongst teams so that they can adapt and feel more confident irrespective of what lies ahead. Their curiosity needs to be sparked so that they feel optimistic about the future, and aren’t automatically dismissive or impacted by fear mongerin.

2.    Upskill the entire organisation

Everyone in the business needs to be given the right information so that their understanding of the transformation in play is consistent. People should be given the opportunity to upskill too so that they can embrace how data and technology can help them to work smarter, and deliver better results. The risks and rewards of AI are still being hotly debated, and having teams who can understand the risks and nuances of emerging technology will become critical.

3.    Creating a culture of innovation and experimentation

A well-established culture of innovation and experimentation will help any transformation effort to land more successfully. Though this often naturally exists in pockets of a business, having an open approach to experimentation without the fear of failure should permeate the entire organisation. But this takes sustained effort and successful role modelling and commitment from leadership in each functional area. It also entails creating mechanisms for everyone in the business to speak up, and share their diverse perspectives and ideas openly, so that they feel empowered to contribute and see change positively.

4.    Transparent and authentic communication

Transparency and openness will help you to build trust for any digital initiative of programme you need to establish or adopt. It’s vital that any communication gives a clear picture of the transformation journey, is authentic, responds to people’s questions and really unpacks how the technology works. That includes clearly outlining the benefits it offers, without any highly technical jargon, and sharing any potential pitfalls or challenges you may encounter.

This is the start of a long list. So, if you want to shift your culture and really help your company adopt new technology, get in touch. We've worked with JP Morgan Chase’s technology function, JustEat Takeaway, and Santander among many others to spark lasting change. We know what works, and what doesn’t, and believe in the power of culture to drive growth and inspire progress. So much so, that we built our entire business around it. Drop us a line at hello@unitedcultureco.com to find out more.

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