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\n\t\tOpinions expressed by Entrepreneur contributors are their own.\t<\/p>\n
Here is a pattern I see repeatedly: A company announces an AI strategy. Leadership selects a few tools, runs a training session and perhaps launches a pilot with one team. Six months later, adoption is uneven, ROI is unclear, and most employees are still doing things the old way.<\/p>\n
The problem isn\u2019t the technology. It\u2019s the approach. Most organizations treat AI as something you install, not something you practice. They provide people with tools without giving them the space and knowledge to actually use them \u2014 and then wonder why nothing changes.<\/p>\n
When we talk about AI transformation, the conversation usually centers on which models to deploy, which vendors to choose or which workflows to automate first. But after watching hundreds of people across our company work with AI intensively over two weeks, I believe the real challenge is more fundamental: Most people have never had the opportunity to sit with AI long enough to understand what it can do for their specific work.<\/p>\n
Training alone doesn\u2019t close this gap. You can run a workshop on prompt engineering, and people will nod along and go right back to their spreadsheets. The distance between understanding AI conceptually and knowing how to apply it to your own daily bottlenecks is enormous \u2014 and it only closes through hands-on practice.<\/p>\n
There\u2019s also a fear element that doesn\u2019t get discussed enough. Many people quietly worry that getting good at AI means automating themselves out of a role. If your transformation strategy doesn\u2019t address that directly, you\u2019ll get compliance instead of real adoption.<\/p>\n
Earlier this year, we paused normal operations for two weeks and asked every team \u2014 more than 500 people across engineering, legal, finance, HR, marketing and design \u2014 to focus on one task: Identify something repetitive in your work and build an internal agent to handle it.<\/p>\n
The goal was not to use more AI. That isn\u2019t a meaningful objective on its own. The goal was to turn AI from a feature into a new baseline \u2014 for how we write code, analyze data, serve customers and manage operations. Importantly, this shift was entirely internal \u2014 our products and the experience our customers rely on remained unchanged.<\/p>\n
Start with what should no longer be manual\u00a0<\/strong><\/p>\n \u201cWhere can we use AI?\u201d is the question most companies ask first, and it\u2019s the wrong one. It invites abstract brainstorming. \u201cWhat should no longer be done manually?\u201d is far more productive because it forces you to examine real workflows and real pain points.\u00a0<\/p>\n When we framed it this way, teams didn\u2019t struggle to find ideas, because they had too many. Our security team had been manually scanning blogs for threat intelligence; now an agent collects and categorizes indicators of compromise automatically. Our HR team had spent weeks building engagement survey reports in PowerPoint; now a dashboard handles analysis and generates summaries for every manager.\u00a0<\/p>\n Once people looked at their work through the lens of what shouldn\u2019t require a human, the use cases became obvious.<\/p>\n Infrastructure access is a multiplier<\/strong><\/p>\n We provided teams with API access, lifted standard token limits and offered a toolkit designed to work for both technical and non-technical people.\u00a0<\/p>\n This may sound like an operational detail, but it was a strategic decision. When people encounter barriers to accessing the tools they need, experimentation stops. Removing that friction is one of the highest-leverage things leadership can do to enable adoption across an organization.<\/p>\n Non-technical teams often find the highest-impact use cases<\/strong>\u00a0<\/p>\n Engineers will naturally gravitate toward AI \u2014 that\u2019s expected. But some of the most impactful projects came from legal, HR and content teams.\u00a0<\/p>\n Our legal team built an automated compliance check that allows developers to verify open-source licenses in seconds through Slack. The content team created a system that audits publishing presence across platforms and generates a prioritized content plan to address content gaps.\u00a0<\/p>\n These aren\u2019t flashy demos. They\u2019re workflow improvements that save real hours every week. If your AI strategy only lives within your engineering organization, you\u2019re leaving most of the value on the table.<\/p>\n Practice changes minds faster than any presentation<\/strong><\/p>\n The most valuable outcome wasn\u2019t any specific agent that got built. It was watching how people\u2019s relationship with AI shifted through the process of building.\u00a0<\/p>\n When a financial analyst creates a bot that collects budget variance explanations from department heads and generates executive summaries for business reviews \u2014 and sees it work \u2014 the perception changes entirely. AI stops being a threat and becomes the tool that eliminates the most tedious part of their week.\u00a0<\/p>\n That shift in mindset across an organization is what drives lasting adoption, not a directive from leadership.<\/p>\n If you start with a roadmap, you\u2019ll likely end up optimizing for the wrong things. If you\u2019re considering AI adoption at scale, my advice is to skip the roadmap and start with an experiment. Pick a week. Ask every team lead to identify the most tedious, repetitive task their people handle \u2014 then provide the tools and the time to automate it. Involve the entire organization, not just engineers. The people closest to operational pain points are usually the best positioned to solve them.<\/p>\n And measure what matters: time saved, errors reduced, speed gained. If you can\u2019t quantify the improvement, you\u2019re experimenting for the sake of experimenting.<\/p>\n AI is becoming the new baseline for how work gets done, not because it replaces people, but because it frees them for the creative and strategic work that truly matters. The real shift isn\u2019t in efficiency alone, but in how teams think, decide and operate. In the end, this isn\u2019t about adopting AI. It\u2019s about redesigning how your company works.<\/p>\n<\/p><\/div>\n Here is a pattern I see repeatedly: A company announces an AI strategy. Leadership selects a few tools, runs a training session and perhaps launches a pilot with one team. Six months later, adoption is uneven, ROI is unclear, and most employees are still doing things the old way.<\/p>\n The problem isn\u2019t the technology. It\u2019s the approach. Most organizations treat AI as something you install, not something you practice. They provide people with tools without giving them the space and knowledge to actually use them \u2014 and then wonder why nothing changes.<\/p>\n When we talk about AI transformation, the conversation usually centers on which models to deploy, which vendors to choose or which workflows to automate first. But after watching hundreds of people across our company work with AI intensively over two weeks, I believe the real challenge is more fundamental: Most people have never had the opportunity to sit with AI long enough to understand what it can do for their specific work.<\/p>\n<\/p><\/div>\nHow to run your own transformational sprint<\/h2>\n
Key Takeaways<\/h2>\n
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The real barrier is behavioral<\/h2>\n