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And they have nothing to do with technology.

 

In the age of generative AI, agents, and other AI accelerators, the biggest threat to teams isn’t obsolescence, it’s underestimating the human factor. You have to think about tools and talent — both must evolve together.

As AI adoption accelerates, three elements of “talent” are more critical than ever: durable skills, emotional intelligence, and change management.

Durable Skills: The New “Hard Skills”

Durable skills are the utility players — things like critical thinking, communication, adaptability, problem-solving, and collaboration. They’re essential and independent of the tool or the context. They don’t expire with your next software update.

Why do you need durable skills now?

AI handles discrete tasks well. Context, nuance, or ambiguity? Not so much.

AI has the potential to flood the organization with output. Durable skills help teams make sense of it.

For example, AI can summarize the decisions made in a meeting, but only a person can interpret the implications of those decisions across real, specific stakeholder groups. Only a person can translate decisions into culturally consistent communications that land and resonate. Only a person can anticipate which stakeholders might resist or be early adopters of the changes to come.

Teams that lack durable skills may misuse AI, underuse AI, or misinterpret its outputs.

Emotional Intelligence: The Human Edge in the Age of Machines

Emotional Intelligence (EI) is the ability to recognize, understand, and manage the emotions of yourself and others. In an organizational context, we use emotional intelligence to influence, persuade, motivate, and manage others.

Why do you need emotional intelligence now?

AI without EI is doomed to failure. AI is a big change; moreover, it feels like a big change to people, because it’s such a hot topic. Are people afraid of being replaced or overwhelmed? News that AI is entering the workplace can trigger fear, confusion, and disengagement.

That’s why you need high-EI leaders during your AI rollout. They have the ability to detect unspoken cues (tone, silence, nervous behaviors), acknowledge them in a constructive way, convey information with sensitivity, and ultimately turn negative reactions into excitement and momentum.

But beyond the launch, you need AI to be a tool and a partner. One of the reasons for AI is to elevate your teams’ performance, right? Then you need synergy between employees and their AI agents. That’s where EI comes in. Emotionally intelligent teams promote curiosity and create the psychological safety necessary for risk-taking and innovation.

Change Management: The Accelerator (or Brake) on AI Success

Change Management includes:

  • Leaders aligned on a clear vision and a compelling message for the change.
  • Stakeholder engagement from the start.
  • A detailed understanding of the impacts on each stakeholder group.
  • Ways to engage the workforce and bring them from resistance to momentum to adoption to performance.
  • Training that includes both the “why” and the “how.”
  • Ways to sustain engagement and performance after launch.

Why do you need change management now?

Resistance to new technology is normal. Resistance to AI is certain. Ignoring it is fatal.

AI is a technology change, a process change, a mindset shift, and a performance challenge all in one. It’s a new way of working. It needs change management.

And, because AI is uncharted territory for most organizations, AI change management has to be current, nimble, and handled by your sharpest change agents.

AI doesn’t eliminate the need for people; it raises the bar for what people need to do well. No wonder some find it scary. Winning organizations are the ones that deeply value people and the unique skills they bring to the AI-enabled organization.

Want to explore the topic in more detail? We’d love to chat: Grab a virtual coffee together