Preparing Teams for Tomorrow and Building an AI-Resilient Workforce Today
- Brainz Magazine
- Jun 23
- 6 min read
Written by Adam Markel, Author & Wellness Expert
Bestselling author, keynote speaker, workplace expert and resilience researcher Adam Markel inspires leaders to master the challenges of massive disruption in his new book.
Artificial Intelligence isn’t some far-off sci-fi dream anymore. It’s here, right now, changing the way we live and work in real time. Whether it helps us breeze through repetitive tasks or offers smarter ways to make decisions, AI is becoming an integral part of our everyday work lives. And while that may be exciting, it also makes many people nervous, especially when it comes to job security.
The big question for leaders isn’t whether to use AI (that ship has sailed), but how to bring it into the workplace in a way that helps people thrive and not feel pushed out. The answer? Focus on building skills like adaptability and resilience, because those are what the future is asking for.
How AI is changing the nature of work
AI isn’t just speeding things up; it’s shifting what work actually looks like. Tasks that used to be handled manually or repeatedly are now often automated. Take customer service, for example. AI chatbots now handle simple questions so that human agents can deal with trickier, more nuanced issues. In marketing, AI can crunch data and optimize campaigns in real time, leaving marketers free to focus on strategy and creative ideas.
This shift means we’re not just using different tools, we’re playing different roles. To keep up, employees need both technical skills (like knowing how to work with AI) and soft skills (like critical thinking, creativity, and emotional intelligence). Machines are smart, but they can’t connect with people or think outside the box the way humans can.
Helping your team see AI as a partner, not a threat
It’s normal for people to feel anxious about AI. Change is hard, especially when it feels like something is coming to take your job. That’s where leadership makes all the difference. Here are a few practical ways to help your team move from fear to confidence:
Be open and honest
Start by breaking down what AI is, how it works in practical terms, and most importantly, what your company intends to use it for. Avoid vague or overly technical language. Instead, offer clear, relatable examples that show how AI will support, not replace, your team’s efforts. This transparency helps cut through the fear and uncertainty that often surrounds emerging technologies.
Explain how AI fits into the company’s bigger picture: Is it being used to improve customer experience? Speed up data analysis? Automate tedious, repetitive tasks? Be specific. For instance, if you're introducing an AI system to handle scheduling or invoice processing, frame it as a way to reduce administrative overload, not as a sign that certain roles are going away. Make it clear that the goal is to elevate human work, not eliminate it.
Invest in learning
Don’t just expect your team to “figure it out” as AI tools roll out. Make learning a central part of your change strategy. This means more than a one-time training session or a quick tutorial. People need ongoing support to build confidence and competence with new technology. Start with the basics: hands-on training for the specific AI tools your organization is adopting. Make these sessions interactive, practical, and role-specific, so employees can see how the technology fits into their day-to-day work.
But don’t stop at technical training. Broader skills like digital literacy, critical thinking, collaboration, and creative problem-solving are just as important, if not more. AI tools can process data or make predictions, but they can’t make sense of complex human dynamics or innovate new approaches. That’s where human strengths shine. Help your team sharpen these skills through workshops, cross-functional projects, peer mentoring, and access to learning platforms.
Also, consider offering personalized learning paths that reflect each employee’s role, goals, and learning style. Tools like LinkedIn Learning, Coursera, Microsoft Viva, or even internal coaching programs can support a culture of continuous growth. And remember that upskilling should also include leadership; managers and executives need to understand AI well enough to guide others through it.
Make it a team effort
AI adoption shouldn't feel like a top-down directive; it should be a collaborative journey. Bring employees into the process early and often. Rather than simply announcing which tools are being implemented, start by asking your team where the pain points are in their workflows. What tasks slow them down? Where do they see opportunities for automation or smarter insights? These conversations not only surface valuable on-the-ground perspectives but also help shape AI solutions that are useful.
You can gather this input through surveys, team brainstorming sessions, pilot programs, or cross-functional working groups. Create safe spaces for honest feedback, where employees feel comfortable sharing both their excitement and their concerns. Make sure to involve people from different roles and levels, not just tech teams or department heads. The receptionist, the analyst, and the frontline manager all experience work differently and can offer unique insights.
Celebrate the wins
Recognizing and celebrating the positive impact of AI is one of the most powerful ways to build momentum and shift mindsets. When AI helps a team complete a project more efficiently, improve accuracy, uncover a new business opportunity, or simply make someone’s job a little easier, don’t let it go unnoticed. Take the time to highlight these moments in team meetings, internal newsletters, or company-wide updates. Make it clear that AI isn’t about replacing people, it’s about empowering them to do their best work.
Use real, relatable examples. For instance, if a marketing team used AI to personalize a campaign and saw a spike in engagement, break down how the tool helped and how human insight drove the strategy behind it. Or if a finance team saved hours by automating routine data entry, spotlight the extra time they now have for more strategic analysis. These stories don’t just celebrate success; they show what's possible when people and technology work together.
Encourage a growth mindset
One of the most powerful things leaders can do in the age of AI is to cultivate a growth mindset across their teams. That means creating a culture where curiosity is rewarded, experimentation is encouraged, and failure isn’t seen as something to avoid but as an essential part of learning. In fast-changing environments, especially with new technologies like AI, no one has all the answers. The ability to try, adapt, and improve matters more than getting everything right the first time.
Let your team know it’s okay to not be an expert on day one. Normalize the idea that learning is an ongoing process, not a box to check. When someone experiments with a new AI tool and doesn’t get it quite right, don’t penalize them. Instead, ask what they learned from the experience and how it can be improved next time. Share your own stories of learning and missteps to lead by example. If leaders can admit they’re learning too, it gives everyone else permission to do the same.
Why resilience and adaptability matter more than ever
Let’s face it, change isn’t going to slow down anytime soon. That’s why resilience and adaptability are must-have skills in today’s workplace. Resilience helps people bounce back from challenges. Adaptability helps them roll with the punches and try new things. Together, they create a mindset that’s ready for whatever comes next.
Leaders can support this by creating an environment where people feel safe, seen, and supported. Wellness tools like Happify or Aaptiv Teams can help with stress management and emotional well-being, both key parts of resilience. You can also encourage continuous learning, stretch assignments, and cross-functional projects to help people stay agile and open-minded.
Most importantly? Model it yourself. When leaders show they’re willing to learn and evolve, it sends a powerful message: We’re in this together.
The bottom line
Bringing AI into the workplace isn’t just about installing new software or buying the latest tech. It’s about building a culture that’s ready for change. By helping employees grow the right skills, stay open to learning, and feel supported every step of the way, leaders can turn uncertainty into excitement.
AI isn’t here to replace people; it’s here to help us do our best work. When we embrace it with curiosity and a willingness to adapt, we’re not just preparing for the future, we’re shaping it.
Adam Markel, Author & Wellness Expert
Bestselling author, keynote speaker, workplace expert and resilience researcher Adam Markel inspires leaders to master the challenges of massive disruption in his new book, “Change Proof — Leveraging the Power of Uncertainty to Build Long-Term Resilience” (McGraw-Hill, Feb. 22, 2022). Adam is the author of the 1 Wall Street Journal, USA Today, Los Angeles Times, and Publishers Weekly bestseller, “Pivot: The Art & Science of Reinventing Your Career and Life.” Learn more at AdamMarkel.com.
