Tips for Guiding Teams Through Technology Changes

Introducing new technology is a disaster: (if done badly) Here are 5 ways to introduce new tech to your team without causing chaos: 1. Tell your team what it is (and why it's important). Don't just say: “Hey, here’s a new software.” Explain how it’ll make everyone’s job easier. Show them it’s not just something extra to learn but something that’ll really help. When they realize that, they’ll be more excited to use it. 2. Make a solid plan for using it. Don’t let it sit and collect digital dust. Develop a step-by-step plan for implementing any new tech. Set dates for training and when you go live. Decide who will use it first. If you plan it well, everyone will have an easier time switching over. 3. Let your team try it out first. Give your team some time to play with the new tech before you say: “This is how we do things now.” Let them watch tutorials and get the hang of it. Practicing first makes it less scary, and they’ll learn it better without pressure. 1. Buddy up. Pair up people who are new to the tech with those who already know it. Buddies can help answer questions and fix small problems. It’s always nice to have someone to help when you’re learning something new. 5. It’s okay to mess up. Learning means making mistakes sometimes. Tell your team that it’s okay if they don’t get it right away. And be patient. It'll pay dividends. Bottom line: When you’re bringing new tech to the workplace, how you introduce it really matters. If you don’t do it right, it’s tough for everyone. But if you explain: The why. Plan thoroughly. Get people comfortable. Provide mentors and allow for mistakes. Your team will start using your new tech with ease and without fuss. It's a win-win. What else would you do? Let me know. P.S. Get some value? Please reshare this.

How I simplified rolling out AI tools. It’s not hard if you follow these 3 tips to get started. AI isn’t just about technology. It’s about people. It’s about strategy. It’s about learning, experimenting, and having a plan. Here are a few tips to help you get started: 1️⃣ Get Your Data Ready: Make sure everyone understands what data should and shouldn’t be used when working with AI. Clearly identifying boundaries will make everyone feel more confident and comfortable as they get started. 2️⃣ Pick Your Target: AI isn't one-size-fits-all. Start with the teams that are the most eager and have the most to gain. Set clear goals for how to use AI. Pick a single tasks and a single tool to focus your efforts. As you gain momentum expand to more tasks and tools. Start small and grow with success. 3️⃣ Find Your AI Champions: Identify enthusiastic team members who can showcase AI's benefits and inspire others. These team members will empower and guide the rest of the team. Having the right supporters to drive adoption will accelerate progress. AI is a journey. It's not one and done, it's continual. Encourage your team to think differently about their work. The goal should be to leverage AI on a daily basis to make things easier. Create an environment for you team where that is easy to do. When getting started remember: - Security is key. Make sure your AI tools meet your company's standards. - Learning together is better. Sharing insights will accelerate learning. - Encourage curiosity. Innovation happens when people feel free to explore. If you need help, reach out. I’d love to lend a hand. >>>>>>>>>>>>>>>>> Hi, I'm Scott Caesar I help leaders adopt AI for themselves and for their teams through 1:1 Coaching and team training. ♻️ Found these insights useful? A like or repost would help! 👉 Looking to leverage AI for smarter business solutions? Send me a DM, and let's talk about a strategy that works for you!

If you think where you come from determines where you can go — think again. (Sorry Mercedes Carriquiry, IA. AIA - possibly the worst photo of us ever 😅 ... but definitely the best feeling ever.) Two Latin American women. Matching Harvard hoodies. Giving a lecture at Harvard University Graduate School of Design. On what? The future of architecture practice. Not just where it’s going — but how we get there. We were there because of vision, grit, and a radically different way of thinking. Here’s what we shared: 🔁 1. Think in systems, systems and more systems. You don’t scale with more effort — you scale with better systems. We treat our practice like a living organism. Always learning. Always optimizing. → Map your project delivery as one connected loop — from BD to feedback. → After every milestone, ask: What worked? What failed? What’s reusable? → Build teams that move together (Marketing + BIM + PMs). No more handoffs. → Use shared KPIs (quality, delivery time, client satisfaction) to align everyone around outcomes. The more integrated you are — the faster you move. ⚙️ 2. Innovation starts with constraints. Some of our boldest ideas were born from tight budgets and tighter timelines. → Run “constraint sprints” with your teams — give them real limits, then challenge the process. → Use tech as an enabler: AI clash detection, template libraries, automation. → Pair junior designers (agility) with senior leads (foresight) — and watch the sparks fly. Innovation doesn’t wait for perfect conditions. It emerges when there’s no other choice. 🚀 3. Not roles - but evolution of people. Static org charts = static growth. We treat roles like prototypes — always evolving. → Review and refine roles quarterly — don’t let them get stale. → Build a loop: feedback > stretch assignments > mentorship > feedback. → Ditch top-down reviews. Use project-based impact and peer insights. → Design career paths like user journeys: What problem do they solve? Where are they headed? The most adaptive firms build high performers. --- The future of architecture? It’s not about what we design. It’s about the systems we build — and the people we grow. So if you're a founder, a leader, or just someone rethinking how we practice… Let's talk. Not about where you came from — But about how you're thinking differently. /////////////////////////////////////////////////// 👋🏻 I’m Andy! ♻️ Repost if this resonates. 💬 DM me if you’re building a firm that leads with heart and vision. Let’s create the future of architecture — together. 🧡✨

Leading a diverse team across the US, Canada, and LATAM during the AI revolution has been a thrilling challenge. AI's rapid integration demands that leaders evolve into "superthinkers," those who not only understand AI technology but can also effectively guide their teams through its complexities.  In my experience, leading teams in this AI-driven era requires a multifaceted approach:   📚 Continuous Learning: Stay updated on AI advancements.  🎯 Clear Objectives: Define specific goals for AI use.  🤝 Collaboration: Blend human and AI strengths.  🔍 Ethical AI: Prioritize responsible AI usage.  🔄 Change Management: Prepare teams for new roles and skills. For those interested in diving deeper into this topic, I recommend reading Amy Blankson's Forbes article on this topic:  https://lnkd.in/e3DMfYrR 

As more and more PE-owned organizations aim to digitally transform, executives need to reflect on their leadership style and potentially update it. A 2025 integrative study in Administrative Sciences (Sacavém et al.) analyzed 34 peer-reviewed articles. The key insight? Transformational leadership is what separates digital transformation success from expensive failure. Based on the research, successful leaders excel at four things: 🔹 Inspire innovation. There is no right way to do this but consider exploring the following tools in the toolkit: - Starting small: Book club or training series with thought provoking content, small, focused projects solving specific pain points - Bigger commitment: Internal hackathons, innovation-focused teams, skunk works 🔹 Digital upskilling. Start with yourself. Leaders who build digital literacy set the tone for learning across the org. Then upskill your team across all seniority levels and functions with structured and unstructured trainings. 🔹 Manage uncertainty. Update your decision-making heuristics and models to account for the dynamic environment we all operate in today. Ensure you ringfence risk with guardrails and have agile processes to update goals and objectives with higher frequency than annual planning. 🔹Empower teams to take calculated risks. Building agile governance models is one way to do this. You will need dynamic, real-time dashboards to be able to rapidly iterate and identify what is working and what not. Also, being clear about the desired goal (e.g., strategy on a page) and communicating it across the organization helps align and organize teams. What else have you found useful when guiding your organization through a digital transformation? #SciencemeetsStrategy #DigitalTransformation #Leadership Full article: Sacavém, A., de Bem Machado, A., dos Santos, J. R., Palma-Moreira, A., Belchior-Rocha, H., & Au-Yong-Oliveira, M. (2025). Leading in the digital age: The role of leadership in organizational digital transformation. Administrative Sciences, 15(2), 43. https://lnkd.in/eKSpaxjy

Bridging the Gap: AI Implementation and Organizational Change In recent discussions with various CEOs, I've noticed an exhilarating trend: a strong drive to embrace Artificial Intelligence (AI) at the leadership level. This enthusiasm is both exciting and indicative of the transformative potential AI holds for our businesses. However, alongside this eagerness, I've also observed in conversations a notable 'resistance layer' within organizations. It's not so much from the senior leadership but rather from those who are apprehensive about change and are accustomed to established methods of operation. This resistance echoes the familiar challenge of cultural change within companies. It raises a critical question: Are we potentially misstepping in our approach to AI implementation? Drawing parallels with successful organizational change, I believe there are pivotal lessons to consider for a smoother transition into the AI-driven era: 1. Education is the Foundation: Understanding why a shift in culture is essential forms the bedrock of successful change. When people comprehend the 'why' behind AI integration, acceptance often follows. Empowering your team's AI literacy is a strong first step. 2. Resource Reallocation: Change, by its nature, requires a shift in resources. As we pivot towards AI, it’s crucial to strategically redirect resources to support this transition, ensuring a balance between innovation and ongoing operations. Appointing a team of AI Champions to keep the energy up sets the organization up for a win. 3. Fostering Motivation: Change thrives on motivation. When individuals are inspired and see the value in AI, they are more likely to embrace and contribute to the implementation process. This often comes when they see their colleagues take to it. 4. Robust Governance: Lastly, effective governance ensures that AI adoption is aligned with organizational values and goals, providing a structured pathway for this transition. Navigating the complexities of AI integration can be challenging. At AI Champions, we specialize in training teams to harness the power of AI effectively. Our programs are designed to facilitate a seamless transition, empowering your workforce with the skills and knowledge required for the AI era. DM to learn how we can assist your organization in embracing AI as a transformative tool. #TheAIChampions #FutureOfWork #AIImplementation