AI Implementation: What’s Really Slowing You Down?
If you’re leading AI integration, you’ve probably noticed something odd.
Your best technical people are suddenly creating bureaucratic obstacles. Your team champions are losing momentum. Resistance is appearing in unexpected places – and your change plan isn’t landing the way you expected.
Here’s what may be happening:
People don’t just resist change. Under pressure – particularly the job security pressure that AI creates – their thinking fundamentally shifts.
Your analytical team members become rigidly procedural. Your relationship-focused people disengage or turn cold. Your innovators start seeking consensus instead of pushing forward.
I’ve used Herrmann’s Brain Dominance methodology for years in leadership and change roles. What makes it powerful for AI implementation isn’t just understanding how your people think normally – it’s predicting how they’ll think differently when the pressure hits.
Why this matters:
Traditional change management addresses process and communication. But if you’re not accounting for how pressure shifts thinking patterns, you’re missing what’s really driving resistance. Organizations that map these patterns – both normal and under pressure – can predict where resistance will emerge, design interventions that actually reach people, and turn potential obstacles into partnerships.
Where are you in your AI journey?
Whether you’re planning, implementing, or experiencing unexpected resistance – sometimes the most valuable conversation is with someone who’s seen these patterns play out.
Let’s talk, leader to leader.