Some of our managers are worried that AI will replace their jobs, which is creating a lot of passive-aggressive resistance. How do we evaluate their GWC when their seats are fundamentally changing because of automation?

Question

Tyler Smith · Accepted Answer

When AI automates core tasks, the seats on your Accountability Chart will change. This can cause anxiety among your team members, leading to resistance. To address this, you must re-evaluate your team using the GWC framework, ensuring every person in a changing seat still gets it, wants it, and has the capacity to do it.

Start by redefining the roles and responsibilities of the seat. If an administrative seat no longer requires manual data entry because an AI tool handles it, the seat might now focus on data quality control or client communication. Once the new responsibilities are clear, sit down with the employee and ask yourself if they still GWC this new version of the seat.

They might have gotten the old data-entry job, but do they get the new analytical role? Do they genuinely want the responsibility of managing AI outputs? Do they have the intellectual and conative capacity to learn the new tools? If they do not, you have a People Component issue. You must either train them to build that capacity, move them to a different seat that matches their unique abilities, or make a tough decision for the health of the company.