Best Practices for Onboarding with Emerging Technologies

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.

💼 Many companies are spending thousands of dollars and hours exploring and running betas on generative AI tools… But they’re saving the strategy for actual adoption for last. 🚨 This is a costly mistake. Why? Because no matter how innovative the tool, your investment only pays off if people actually use it. Otherwise, it’s just 🔥burning through cash. Here are 4 steps you can take now to build a stronger foundation for future adoption: 1️⃣ Provide more support during onboarding. If some employees struggle with technology, invest extra time in support initiatives. Whatever time you think is enough—double it. Adoption grows when employees feel confident, not overwhelmed. 2️⃣ Cater to different learning styles. 🎨 Everyone learns differently: some are visual, others auditory, and many are interactive learners. Offer a mix of resources—videos, step-by-step guides, and hands-on workshops—to meet employees where they are. 3️⃣ Make learning fun. 🎯 Gamify the process! Yes, even for adults. Challenges, competitions, or engaging activities can make adoption less intimidating and more accessible. 4️⃣ Communicate early and often. 📣 Bring employees into the loop from the start. When people know what to expect—and feel heard—they’re far more likely to embrace new tools. Don’t let adoption plans feel like decisions handed down from a closed-door meeting months ago. 🤔Why this works for in-house lawyers: As in-house counsel, you’re often involved in the planning, approval, or rollout of technology initiatives. These steps ensure smoother adoption while reducing legal or compliance headaches caused by poor implementation. #UnboxingAIforLawyers #GenerativeAI #AIGovernance #InHouseCounsel #LegalTech #CorporateGovernance #AICompliance #ResponsibleAI #EmergingTech

I've spoken with countless CEOs who recognize digital labor as essential for staying competitive—but struggle with where and how to start. At Asymbl, we're already actively using digital labor to enhance our own workforce. Our Agentforce SDR Agent, whom we've named Theodore Frank, and our Asymbl Recruiter Agent are integral members of our team. Follow my content to hear our real-world experiences and insights—not just theory. Onboarding digital labor is similar to hiring human talent. It doesn't have to mean massive organizational disruption, but it does require thoughtful planning and execution. This is how we approached it: #1 We started with a business challenge.  → We identified a real problem we wanted to solve, just as we would when deciding to hire someone new. → Our goal wasn't simply to "implement AI," but to address specific, meaningful challenges faster and more effectively. #2 We defined the role clearly.  → We outlined exactly what this position would do. → We specified their duties, performance metrics, and expected outcomes. → We considered human-equivalent labor costs to establish a budget. #3 We planned our training strategy.  → We determined how our digital employee would acquire its knowledge, how it should behave, and how it would interact and collaborate with our existing human teams. #4 We onboarded our digital employee.  → We selected and configured the right digital employee—whether using pre-built solutions like Asymbl’s Recruiter Agent or Salesforce’s Agentforce SDR Agent, or creating a customized digital employee tailored to our business. → Onboarding involved integrating the digital employee into our processes, reflecting the detailed considerations from our training strategy. #5 We enabled it effectively.  → Much like setting a human employee up for success, we enabled our digital employee by assigning clear initial tasks. → We regularly reviewed outputs to ensure accuracy, quality, and alignment with our organization's standards and communication style. #6 We supervise and coach continuously.  → Digital employees require ongoing management and oversight just like humans. → Our VP Revenue, Ken, now reviews Theodore’s performance weekly and provides coaching to continuously improve his effectiveness in interactions with prospects. One difference with digital employees compared to human employees is that providing feedback and coaching requires updating the underlying technology and training data, rather than simply having a chat. Having a structured technical plan and the right partner to guide this process is crucial. That's exactly what Asymbl does through our digital labor activation practice. Digital labor isn't future speculation—it's already here, reshaping how we work. Our team, including our digital teammates, continues to expand, and I'll be sharing more stories and insights as our journey progresses. #digitalemployee #futureofwork #aiagent