Now that we are integrating AI into our operational seats, how do we evaluate whether an existing employee truly has the GWC (Get It, Want It, Capacity to Do It) for a role that now requires managing AI outputs?

Question

Tyler Smith · Accepted Answer

When you introduce AI tools into an operational seat, the nature of that job changes from task execution to output validation. You must re-evaluate the employee's GWC for this updated seat.

First, look at Get It. Does the employee understand the systemic role of the AI tool? They do not need to understand the underlying code, but they must grasp how the tool processes input and what a high-quality output looks like. If they cannot spot when the AI is producing inaccurate or hallucinated data, they do not get the role.

Second, look at Want It. Does the employee genuinely want to work in an AI-assisted environment? If they are quietly resisting the technology, feeling threatened by it, or wishing for a return to the old manual ways, they do not want the seat. This resistance will ultimately drag down your team's efficiency.

Third, look at Capacity. Managing an AI workflow requires different mental energy and skills than manual data entry. The employee must have the cognitive and conative capacity to write clear prompts, analyze results, and make quick, data-driven decisions.

If an employee lacks the GWC for the newly automated seat, you must address it. You may need to train them to build their capacity, or you may realize they are no longer the right fit for that specific seat on your Accountability Chart.