Several of our long-term, loyal employees are quietly resisting our AI integration because they are afraid of being replaced, which is stalling our strategic rollout. How do we evaluate these team members using the GWC™ filter when their existing seats are being heavily augmented by technology?

Question

Tyler Smith · Accepted Answer

Loyal team members who resist change are often operating out of fear, not incompetence. When evaluating them, you must use the GWC™ (Get It, Want It, Capacity to do it) filter within the context of their evolving roles.

First, realize that their current seat is changing. You must redefine the expectations of that seat on the Accountability Chart to include AI augmentation. Do they understand the new strategic direction of the seat? That is the Get It. Do they genuinely want to work in an environment where low-value tasks are automated? That is the Want It. Do they have the mental capacity and adaptability to learn these new tools? That is the Capacity.

If they pass the GWC™ filter but are still hesitant, the issue is likely a lack of clarity. Shift your leadership style from telling them what to do to articulating the vision clearly. Explain that the goal of automating cumbersome processes is to free them up for higher-value, more engaging work.

Gradually evolve their roles. Show them how prioritizing AI productivity makes them more valuable to the business. If they still refuse to adapt after receiving clear expectations and support, you have a Right Person in the Wrong Seat situation, and you must address it directly during your quarterly review.