Managers are not behind AI yet. How ironic.
In an ironic role reversal, executives need to get buy-in from middle management to implement their AI ambitions.
Most leaders cite AI as a top business priority, however adoption remains low. It’s possible that middle management is putting the breaks on AI adoption, exposing limitations in leaders’ ability to implement change. Executives may embody the “formal” power, but managers are the “real” power in an organisation.
Technology professionals will not miss this ironic role reversal. “Leadership buy-in” is a typical obstacle for most new projects, yet now bosses must find ways to get their teams onboard to implement their AI ambitions.
What is behind this resistance?
Broadly speaking, middle managers are sceptical of AI because it promises company-wide benefits, whereas they are tasked with looking after a single unit. Their concerns focus in three areas: (a) technical complexity, (b) sales targets and (c) threat to jobs. These are all valid, and bosses must address these effectively if they want to see their AI ambitions fulfilled.
Start with technical complexity, a scary prospect, even for SMEs. AI requires a solid technical and legal foundation to deliver value, but most IT and Compliance managers know they are a long way from that ideal. Leaders must acknowledge that AI rollout will be tough, and set appropriate budget and time expectations.
A second concern is meeting revenue targets. AI threatens some cash cows, the unexciting but stable revenue that forms the bedrock of most companies’ turnover. Sales targets will be harder to meet without this “low hanging fruit”. An assessment of AI impact on performance and incentives may be necessary.
The toughest obstacle is threat to jobs. There is no question that AI will disrupt all jobs and displace some of them. Why would managers hurry to implement a technology that jeopardises their jobs and team size? Bosses will only get their way if they communicate a clear policy on job security and hiring.
How to get your team onboard.
AI turns the tables around, because of built-in counter-incentives: after a painful rollout process, teams are “rewarded” with tougher targets and job insecurity. No wonder that middle management is showing resistance.
To overcome these concerns, deft leadership will be needed. Organisations do not adopt technologies until their people do.