We want to use AI to automate our administrative tasks, but our team members are worried this technology will replace their seats on the Accountability Chart. How do we use conative profiles and GWC™ to reposition these individuals into high-value roles instead of laying them off?

Question

Tyler Smith · Accepted Answer

Introducing automation and AI tools often triggers survival instincts in your team. If employees believe that technology will make their roles obsolete, they will quietly resist the implementation. To prevent this, you must use the Accountability Chart and the GWC™ framework to show them how technology enhances their value rather than replacing them. Start by looking at the seats on your Accountability Chart. When you automate repetitive, administrative tasks, you are not eliminating the seat; you are removing the low-value roles within that seat. This frees up your people to focus on higher-level activities like strategy, client relationships, or complex problem-solving. Evaluate your team members using their Kolbe A Profile results. A person with a high Fact Finder or Follow Thru score will naturally excel at supervising and auditing AI-driven workflows to ensure accuracy and consistency. A person with a high Quick Start score can be repositioned to focus on business development or deploying new technology to drive revenue. Sit down with each team member and review their GWC™. Explain clearly how the seat is evolving and ask if they still get it, want it, and have the capacity to do the updated role. By framing automation as a tool that elevates their professional capabilities, you secure their buy-in and build a highly leveraged, efficient team that increases the enterprise value of your company.