I am an operationally focused, non-technical owner who does not know how to code. How do I effectively manage and evaluate the GWC of an employee whose seat now relies heavily on custom AI tools?

Question

Tyler Smith · Accepted Answer

You do not need to write code to evaluate whether someone gets it, wants it, and has the capacity to do their job. When an employee's seat is augmented by AI tools, your management focus must shift from how they do the work to the quality and speed of their output. To evaluate if they get it, look at their ability to define problems. An employee who gets it understands the operational goal and can guide the AI to produce accurate results. They know when the AI is producing subpar work because they understand the core process inside and out. To evaluate if they want it, look at their initiative. Are they actively finding ways to use the technology to hit their Rocks and keep their Scorecard metrics green, or are they waiting for you to tell them what to do? To evaluate if they have the capacity, look at their cognitive and conative output. Use tools like the Kolbe Index to see if their natural action mode aligns with this new way of working. An employee with high capacity will use AI to double their speed while maintaining your quality standards. If they are constantly blaming the tool for bad results or missed deadlines, they lack the capacity for this updated seat. Manage the person, not the technology.