How to Empower Teams With AI

When a company deploys an AI transformation, everyone fixates on the technology but here’s what is even more important. It's about the people. Over the years, I've developed a simple but powerful tool to evaluate teams for AI readiness. I call it my Will-Skill Matrix for AI! It’s taking a pre-existing model and customizing it for AI deployments based on 13 years of deployment experience. This framework is copyrighted: © 2025 Sol Rashidi. All rights reserved. 𝗛𝗶𝗴𝗵 𝗦𝗸𝗶𝗹𝗹, 𝗛𝗶𝗴𝗵 𝗪𝗶𝗹𝗹: These are your champions - they have the technical capabilities and the hunger to drive AI adoption forward. 𝗛𝗶𝗴𝗵 𝗦𝗸𝗶𝗹𝗹, 𝗟𝗼𝘄 𝗪𝗶𝗹𝗹: Often your most technically brilliant people who resist change. They've mastered existing systems and see AI as either a threat or unnecessary complexity. 𝗟𝗼𝘄 𝗦𝗸𝗶𝗹𝗹, 𝗛𝗶𝗴𝗵 𝗪𝗶𝗹𝗹: Your enthusiastic learners. They may not understand neural networks, but they're eager to embrace AI-driven solutions. 𝗟𝗼𝘄 𝗦𝗸𝗶𝗹𝗹, 𝗟𝗼𝘄 𝗪𝗶𝗹𝗹: These team members neither understand AI nor want to adapt to it. They're comfortable in their current roles and see no reason to change. Here's the counterintuitive insight most leaders miss: The "Low Skill, High Will" group is your hidden treasure in AI transformation. I discovered this at one of my employers during a massive data overhaul. My most valuable contributors weren't always the data scientists with impressive credentials. Often, they were business analysts who couldn't code complex algorithms but brought boundless curiosity and deep business knowledge and a will to figure it out. Why does this matter? Because AI implementation isn't just a technical challenge - it's fundamentally a human change management project. In one particularly tough transformation, I spent months trying to convince resistant technical experts to embrace new methods. Meanwhile, I overlooked enthusiastic business teams eager to learn and adapt. The breakthrough came when I finally shifted focus. By empowering the "High Will" groups and pairing them with technical mentors, our implementation timeline was shortened by nearly 40%. This completely changed my approach to building AI teams. The most successful AI implementations don't just depend on having the best algorithms or the most data engineers. They depend on having people throughout your organization who are willing to reimagine what's possible - and who bring others along with them.

Middle managers truly are the unsung heroes of organizations. They play a critical role in translating strategy into action; they bridge the gap between leadership and the teams they manage; and they're tasked with creating a positive work environment, impacting organizational success and employee engagement over time. But it has not been all roses for this group. They have been hit with everything from lack of empowerment, stress from heavy workloads, difficulty implementing change, and layoffs, to name a few. I think it's also about to get worse, unfortunately. How? With the advent of more powerful AI Agents being introduced to the workforce, the importance of the Individual Contributor who can optimize output with AI increases. I think this shift can undermine the traditional role of middle managers by reducing layers of human oversight and directly challenging the value added by management in optimizing output. And as AI Agents prescribe, and even automate, activities, including summarizing what's happening in an executive-level update, I think this trend will accelerate over the next few years. What are Middle Managers to do? First, develop a clear understanding of AI capabilities and digital tools. Equip yourself with the skills needed to integrate these tools into your workflow. Consider courses on digital leadership and AI from reputable sources, such as Harvard Business School Online or MIT Sloan. Second, invest in training programs for your team to build competence in emerging tech. A knowledgeable team can use AI to improve productivity while reinforcing your strategic role in translating organizational vision into actionable steps. Resources and frameworks from McKinsey & Company offer insightful guidance on building digitally savvy teams. Third, act as the bridge between top leadership and front-line employees by ensuring that strategic changes, including the adoption of AI, are communicated clearly and implemented effectively. This reinforces your role as a key connector, ensuring that both leadership goals and team insights are aligned. Fourth, shift your focus from managing tasks to nurturing talent and driving innovation. Leverage data analytics to inform decision-making. This justifies your role in a digitally advanced workplace and enhances team performance and engagement. Finally, stay current with the latest industry trends and technological advancements. Connecting the dots allows you to adapt your leadership style to meet evolving business needs. Publications like MIT Technology Review and HBR provide regular insights into emerging technologies and leadership strategies. If you're a Middle Manager, now is the time to get super focused on tech innovations and how your team can leverage AI to improve outcomes. You can have a critical role to play, but you have to get skilled up quickly. The clock is ticking! #employeeexperience #middlemanagement #leadership #ai

AI Isn’t Replacing Hospitality Jobs — It’s Exposing the Ones That Should’ve Evolved Years Ago Here’s the hard truth: AI isn’t coming to take your job. It’s just making it crystal clear who stopped innovating. We’ve seen this pattern before. When social media first came on the scene, people said it was a fad. When OTAs rose, some brands refused to adapt. When digital content became king, most hotels were still using stock images from 2009. Now it’s AI’s turn—and once again, the industry is split between early adopters and the ones who will get left behind. If your value is rooted in doing repetitive tasks, AI will replace you. But if your strength lies in creativity, strategy, and human connection, AI will amplify you. Here are 5 mindset and tactical shifts every hospitality leader should make now: 1. Shift From Task-Driven to Value-Driven: AI can check people in, answer FAQs, even write Instagram captions. But it can’t understand cultural nuance or tell a story that moves people. The employees who survive the AI shift won’t be the fastest—they’ll be the ones who bring the most value. Tactical move: Redesign job descriptions to focus on creativity, problem-solving, and emotional intelligence—not just process. 2. Make AI Part of Your Training, Not Just Your Tech Stack: Buying a shiny new AI tool means nothing if your staff doesn’t understand it. The real ROI comes when your team knows how to use it to serve guests faster, communicate better, and create standout content. Tactical move: Run monthly internal workshops. One AI prompt = one real-world task. Let your team experiment and grow. 3. Blend Efficiency With Emotional Intelligence: AI can automate speed. Humans deliver soul. If your guest experience is cold, robotic, or overly scripted, AI will do it better. But if it’s thoughtful, warm, and personalized, you’ll always win. Tactical move: Empower staff with time saved by AI to focus on personalized gestures—like remembering a guest’s story from their last stay. 4. Use AI to Scale Content, But Keep the Voice Human: You can absolutely use AI to generate content ideas, outlines, and repurposing—but the tone, the soul, the feel? That has to come from someone who lives and breathes the brand. Tactical move: Have your marketing team build an AI prompt library that reflects your tone and brand story. 5. Rethink Leadership From the Top Down: If your execs aren’t exploring AI use cases, your entire brand will move slower. This isn’t an intern-level experiment—it’s a boardroom conversation. AI will impact hiring, marketing, guest comms, and revenue strategy. Tactical move: Assign AI innovation as a standing agenda item in leadership meetings. Not optional. Not someday. NOW. Hospitality is about people. AI is just a tool. But in 2025 and beyond, the people who win will be the ones who know how to use the tool—and still make people feel something. 📸 This is a pic from a campaign I did with Disney a few years ago.

🧠 5 Practical Ways to Get Your Team to Actually Use AI (It’s not about the tools. It’s about the trust.) AI can reduce burnout, boost creativity, and help teams focus on what matters. But it rarely gets there if people don’t see what’s in it for them. Most employees aren’t thinking about “digital transformation.” They’re thinking about: Getting through Monday Clearing their inbox Picking up their kid on time If you want AI to catch on, it has to feel like support—not surveillance. Here’s how to make that shift. 🔧 1. Fix what’s already frustrating Don’t start with features. Start with friction. Ask: “What’s one task you wish you didn’t have to do each week?” Then say: 🗣️ “This tool can do that for you—so you can spend more time on the part that actually matters.” Real pain points = real adoption.

Most teams don’t resist AI because they hate technology. They resist it because they don’t understand what problem it’s solving And changing habits? That’s always harder than sticking with “what we’ve always done.” 😩 If you want your team to actually embrace #AI, start here: 1️⃣ Frame it as a tool, not a threat. The goal isn’t to replace people, it’s to amplify them. AI isn’t about erasing human value. It’s about unleashing it. ⚡️ 2️⃣ Focus on use cases that save time or reduce burnout. Think: automated meeting notes, research summaries, project kickstarts. ✨ Small wins = trust. ✨ Relevance = buy-in. ✨ Demonstration = transformation. (Don’t just talk about it. Show them how it makes life better than the old way.) 3️⃣ Make space for learning, not perfection. Adoption starts with curiosity, not expertise. No one needs to go cold turkey on old workflows. Replace just one repetitive task with AI, and build from there. 👣 And the most important piece? 🪞Model it. If YOU, as a leader, aren’t integrating AI into your own workflow…neither will they. Practice what you preach! This is the new edge of leadership: Not just using cutting-edge tools but helping your team feel empowered by change, instead of paralyzed by it. 🌟 Start small. Stay human. Spark curiosity. Where have you integrated AI into your workflow lately? Let me know, I’d love to learn from you. 👇 #NadiaCarta #AIWhisperer

Getting your team on board with AI can feel like an uphill battle. If you’re struggling with resistance, you’re not alone. Melissa M. Reeve, Co-Founder of the Agile Marketing Alliance, has seen the same thing happen across teams: 🛑 AI skepticism 🛑 Fear of job loss 🛑 Resistance to change It’s a classic journey through the Kübler-Ross Change Curve: ↳ Denial ↳ Anger ↳ Bargaining ↳ Depression ↳ Acceptance Here’s how she suggests you help your team go from doubters to advocates: 1️⃣ Boost AI Literacy: Start with accessible resources—workshops, online courses, and meetups can make a world of difference. 2️⃣ Communicate Clearly: Share a transparent AI strategy, tied directly to business goals. Address their concerns head-on. 3️⃣ Foster an AI Culture: Set up an AI council and roll out small, manageable projects to build confidence. 4️⃣ Scale Thoughtfully: Align AI projects with key objectives, like boosting revenue or enhancing customer experience. 5️⃣ Reassure Your Team: AI is here to amplify their skills, not replace them. AI adoption is an emotional journey, but when you address these concerns with education and transparency, you’ll unlock a team ready for growth and innovation. How are you helping your team embrace AI? Drop your thoughts in the comments. Would love to hear from you Keith Myer and Brandi Gangel! 👉 For more insights on AI and change management, hit follow 🔔.