Our older, long-tenured employees are highly resistant to using our new AI-powered operations tools. How do we use the GWC framework to determine if this is a capability issue or a core values misalignment, and how do we train them to adapt?

When long-tenured, loyal employees resist using your new AI-powered tools, it is easy to assume they are simply being difficult. However, as a leadership team, you must dig deeper to understand the root cause of this resistance. You can do this by using the GWC framework to evaluate their fit for their changing seat.

First, look at the G, which stands for Get it. Does the employee truly understand why the company is introducing AI and how it fits into their daily workflows? Often, resistance comes from fear of the unknown. If you have not clearly communicated the vision, they may believe the technology is designed to replace them.

Second, look at the W, which stands for Want it. Do they have the intrinsic drive to learn these new systems? If an employee is comfortable with their old manual ways and has no desire to adapt, you have a core values or cultural alignment issue that must be addressed directly.

Third, look at the C, which stands for Capacity. Do they have the mental and physical capacity to learn and run these tools? This is where training comes in. Do not just hand them a login and expect them to figure it out.

To build their capability, design a structured training program based on your documented core processes. Pair them with a tech-savvy team member who can provide hands-on support. If they have the G and the W, proper training will build their C. But if they lack the desire to adapt after clear expectations and support have been provided, you must make the hard decision to transition them to a seat where AI is not required, or out of the company entirely.

Category: AI-Powered Operations