Change Management Frameworks For Tech Adoption

Throwing AI tools at your team without a plan is like giving them a Ferrari without driving lessons. AI only drives impact if your workforce knows how to use it effectively. After: 1-defining objectives 2-assessing readiness 3-piloting use cases with a tiger team Step 4 is about empowering the broader team to leverage AI confidently. Boston Consulting Group (BCG) research and Gilbert’s Behavior Engineering Model show that high-impact AI adoption is 80% about people, 20% about tech. Here’s how to make that happen: 1️⃣ Environmental Supports: Build the Framework for Success -Clear Guidance: Define AI’s role in specific tasks. If a tool like Momentum.io automates data entry, outline how it frees up time for strategic activities. -Accessible Tools: Ensure AI tools are easy to use and well-integrated. For tools like ChatGPT create a prompt library so employees don’t have to start from scratch. -Recognition: Acknowledge team members who make measurable improvements with AI, like reducing response times or boosting engagement. Recognition fuels adoption. 2️⃣ Empower with Tiger Team Champions -Use Tiger/Pilot Team Champions: Leverage your pilot team members as champions who share workflows and real-world results. Their successes give others confidence and practical insights. -Role-Specific Training: Focus on high-impact skills for each role. Sales might use prompts for lead scoring, while support teams focus on customer inquiries. Keep it relevant and simple. -Match Tools to Skill Levels: For non-technical roles, choose tools with low-code interfaces or embedded automation. Keep adoption smooth by aligning with current abilities. 3️⃣ Continuous Feedback and Real-Time Learning -Pilot Insights: Apply findings from the pilot phase to refine processes and address any gaps. Updates based on tiger team feedback benefit the entire workforce. -Knowledge Hub: Create an evolving resource library with top prompts, troubleshooting guides, and FAQs. Let it grow as employees share tips and adjustments. -Peer Learning: Champions from the tiger team can host peer-led sessions to show AI’s real impact, making it more approachable. 4️⃣ Just in Time Enablement -On-Demand Help Channels: Offer immediate support options, like a Slack channel or help desk, to address issues as they arise. -Use AI to enable AI: Create customGPT that are task or job specific to lighten workload or learning brain load. Leverage NotebookLLM. -Troubleshooting Guide: Provide a quick-reference guide for common AI issues, empowering employees to solve small challenges independently. AI’s true power lies in your team’s ability to use it well. Step 4 is about support, practical training, and peer learning led by tiger team champions. By building confidence and competence, you’re creating an AI-enabled workforce ready to drive real impact. Step 5 coming next ;) Ps my next podcast guest, we talk about what happens when AI does a lot of what humans used to do… Stay tuned.

AI adoption in the workplace is 60% human, 40% technology. We talk a lot about AI models, tools, and architectures, and rightfully so. The rate of technological progress is staggering. But what often gets left out of the conversation is humans. How we react, adapt, and evolve alongside AI. That’s why we created this AI Adoption Framework. A visual way to help teams identify where they are in their AI journey, and more importantly, what it takes to move toward the top right quadrant: Balanced Executor. This isn’t about mastering the best model or having the right plug-in. It’s about mindset, trust, behavior, and leadership. The real power of AI in a company is unlocked when people are supported emotionally and strategically to integrate it into how they work. Let’s break down the four quadrants: 🟦 Threatened This is where fear lives: fear of job loss, doing something wrong, or simply not knowing what's allowed. Leaders must clearly define AI’s role and set a supportive tone. People need to feel invited to use it, not replaceable because of it. 🟫 Uninformed Skeptic Often senior, often capable. This group struggles to see the value because it requires rethinking deep habits. AI won’t work exactly like you do, and that’s okay. The real unlock is when you shift from controlling every step to focusing on outcomes. Just like moving from IC to manager. 🟧 Hype Amplifier AI is amazing, but it’s not magic. Overselling it creates distrust and confusion. Encourage your team to show, not tell. Observation and experimentation build confidence far faster than buzzwords. 🟨 Balanced Executor (the goal) These are your internal champions. They understand how to work with AI, adjust their workflows, and experiment continuously. They’re getting 3–5x output today, and learning how to get even more tomorrow. This model isn’t just a map…it’s a guide for leaders. Ask yourself: Where is your team right now? What will it take to move them toward the top right quadrant? Because in the end, it’s not the AI that will make or break your transformation, it’s the people using it. Let’s unlock that potential. #AIAdoption #WorkplaceAI #Leadership #DigitalTransformation #FutureOfWork #ChangeManagement

Leading GitHub’s 'AI for Everyone' program -> which is focused on helping Hubbers use AI effectively in their day-to-day work, has been a highlight of my career. We’ve captured what we’ve learned in a playbook that I’m excited to share. Link to playbook -> https://lnkd.in/gqadURfk We've learned that while the technology is important, successful AI adoption hinges on the change management that often gets overlooked. We built our internal playbook on this principle, creating a holistic system that relies on eight key pillars: • AI Advocates: A volunteer network of internal champions who scale adoption through peer-to-peer influence and feedback. • Clear Policies and Guardrails: Simple rules and guidelines that empower employees to use AI confidently and responsibly. • Communities of Practice: Dedicated forums for peer-to-peer learning, knowledge sharing, and collaborative problem-solving. • Data-Driven Metrics: A multi-phased measurement framework to track adoption, engagement, and business impact. • Dedicated Responsible Individual: A central owner who orchestrates the program, enables others, and drives the overall strategy. • Executive Support: Visible leadership commitment that provides strategic vision, investment, and transparent communication. • Learning and Development: An accessible learning ecosystem curated from exceptional external training sources. • Right-Fit Tooling: A portfolio of vetted first-party and third-party tools suited for a variety of roles and use cases. The key is that these pillars all support one another. Together, they help make AI a natural part of the job, which is how you build a truly more creative and effective company. I am so excited to share this playbook to help you build your own AI-fluent organization. #AI #ChangeManagement #AIAdoption #Leadership #GitHub #FutureOfWork #software

Ever heard of the Lippitt-Knoster Model for Managing Complex Change? It's a classic in the change management world, laying out the essential pieces needed to navigate big transformations. Taking a cue from that, I've adapted it to fit the world of digital transformation. There are seven key elements you can't afford to miss: Vision, Strategy, Objectives, Capabilities, Architecture, Roadmap, and Projects & Programs. Skip any one of these, and you're asking for trouble. Here’s why each one matters: • 𝐕𝐢𝐬𝐢𝐨𝐧: This is the 'what' of your transformation. A clear vision gives everyone a target to aim for, aligning all efforts and keeping the team focused. • 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐲: Think of this as the 'why' and 'how.' A solid strategy explains the logic behind your vision, showing how you plan to get there and why it's the best route. It’s designed to guide everyone in the company on how to make decisions that support the vision, aligning all efforts and keeping the team focused. • 𝐎𝐛𝐣𝐞𝐜𝐭𝐢𝐯𝐞𝐬: These are your milestones. Clear, specific objectives make it easy to measure success and ensure everyone knows what's important. Without them, you can easily veer off course and waste resources. • 𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬: These are what your company will now be able to do that it wasn't able to before in order to achieve the objectives. These can be organizational capabilities (like improved decision-making), technical capabilities (such as real-time operational visibility), or other types like enhanced customer engagement or streamlined processes. • 𝐀𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭𝐮𝐫𝐞: A robust architecture ensures all your tech works together smoothly, preventing inefficiencies and costly headaches. This includes various types of architecture such as data architecture, IT infrastructure architecture, enterprise architecture, and functional architecture. Effective architecture is central to reducing technical debt and aligning software with broader business transformation goals. • 𝐑𝐨𝐚𝐝𝐦𝐚𝐩: Your roadmap is the game plan. It lays out the sequence of actions, helping you avoid uncertainty and missteps. It's your guide to getting things done right. • 𝐏𝐫𝐨𝐣𝐞𝐜𝐭𝐬 & 𝐏𝐫𝐨𝐠𝐫𝐚𝐦𝐬: These are where the rubber meets the road. Actionable projects and programs turn your strategy into reality, making sure your plans lead to real, tangible outcomes. From my experience, I think '𝐂𝐚𝐩𝐚𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬' and '𝐑𝐨𝐚𝐝𝐦𝐚𝐩' are the two most overlooked. What do you think? ******************************************* • Follow #JeffWinterInsights to stay current on Industry 4.0 and other cool tech trends • Ring the 🔔 for notifications!