Here's how you can effectively give feedback to a team member resistant to change in AI.

Change is the only constant in this world. I have successfully transformed many of my team members & students from their original skills to AI world. How? My firest step is to talk to them and understand the skills they have gained over a period of time. I never force anyone to cross skill to AI i.e leave their past experience and move to a new domain. I socialize the concept of AI with them and how it is making a difference in their domain. Post that, I ensure that I coach them regularly and make them understand different roles in the AI domain. Depending on their existing skills and past experience, I help them choose one of the skills they would be successful in and gradually transition them to this new role.

When addressing a team member's resistance to AI, start by showing empathy. Recognize that change can be intimidating and that AI's complexities might overwhelm them. Engage in a one-on-one conversation to listen to their concerns. Validate their feelings and show you care about their perspective. This approach builds trust and lowers defenses, making it easier to introduce new concepts and the necessity of adapting to AI. By creating a safe space for open dialogue, you pave the way for a smoother transition and increased acceptance of AI initiatives.

AI will not replace you ... it will be someone who masters AI better than you who will be the threat. AI is here to stay ... so, we will have to learn how to live with it. I will explain to my colleague that his/her feeling is completely normal and will place her/him in one of the following categories: 1) Innovator (2.5% of the population) 2) Early Adopters (13.5%) 3) Early Majority (34%) 4) Late Majority (34%) 5) Laggards (16%) From there, we will discuss on whether he/she is at ease being in that category, what are the pros/cons, how can she/he move on for her/his own good, in the short term as well as the medium one. And, I will suggest: a) learning platforms. b) readings from Top Voices in AI. c) a baby AI project to start.

Most resistance to change, is fear of the unknown! Help the team member bridging the knowledge gap. Take a mentorship approach, handhold in one small project/Task. Show them that its not that difficult, that with effort and by asking for help they you can achieve the outcomes and embrace the change. Show with actions that you understand the difficultly. Provide space and time for them to express their discomfort with the changing process but be firmly aligned on the destination

??Feel their pain and constraints too! -Being empathetic is the first step towards effective feedback. -It is not always easy to understand others' perspective before giving feedback. -Hence feedback should be process and not a sporadic or one-off exercise. - If there is framework set up for maintaing the feedback and takin actions on it to closure, then it will really be effective.

?? AI integration tip: Clear objectives are key! Articulate specific benefits for your team, not just the organization. Improve efficiency, accuracy, and innovation. Personal connection to positive results can shift from apprehension to interest and acceptance. Let's keep the conversation going! What are some challenges you've faced in integrating AI into your processes? Share your experiences and let's learn from each other's insights. Let's embrace AI together for a more efficient future in B2B sales.

Stabilire obiettivi chiari è fondamentale quando si integra l'IA nei processi aziendali. Durante una mia esperienza di implementazione di un sistema di IA per l'automazione dei report, ho notato una certa resistenza iniziale dal team. Ho spiegato dettagliatamente come l'IA avrebbe non solo aumentato l'efficienza ma anche migliorato la precisione dei loro report, liberandoli da compiti ripetitivi e permettendo loro di concentrarsi su analisi più complesse e creative. Ho sottolineato i benefici diretti sul loro lavoro quotidiano, oltre ai vantaggi per l'organizzazione nel suo complesso. Questo approccio ha trasformato la loro apprensione in interesse e, infine, in accettazione, rendendoli partecipi.

Setting clear objectives is key. You need to differentiate the reality from the hype. From an organization perspective, the key is prioritization: find use cases that are of high priority and leveraging AI will create an impact. Define what is it you're trying to achieve for - AI for the sake of AI is not the solution, how AI impacts the business and outcomes should be the focus

Effectively giving feedback to a team member resistant to change in AI can be achieved by setting clear objectives. Start by clearly defining the specific changes required and the rationale behind them. Explain how these changes align with the team's goals and the overall success of the AI project. Break down the objectives into manageable steps, highlighting the benefits each step brings to both the individual and the team. Provide concrete examples and data to support the need for change, making it easier for the team member to understand and accept the new direction. Ensure that the objectives are realistic and achievable, and offer continuous support and resources to help them transition.

You should try to elaborate the AI change you are going to make into the system. Explain briefly to your team how making change and updating system can be beneficial to team and company? How it can be revolutionizing and can be profitable for the company? How much automation AI will bring to the work of team and how it will increase the productivity of team and will be beneficial to the customers, and end users? By answering these question in better way you will be able to tell the benefits of changing AI to you team.

Effectively giving feedback to a team member resistant to change in AI can be achieved by focusing on incremental steps. Start by breaking down the overall change into smaller, manageable actions. Explain the benefits of each step clearly and how they contribute to the larger goal, making the process less overwhelming. Provide feedback on one step at a time, allowing the team member to adjust and adapt gradually. This approach reduces resistance by showing that change doesn’t have to happen all at once and can be integrated smoothly into their existing workflow. Offer support and resources for each step, and celebrate small victories to build confidence and momentum.

Break down the change process into manageable, incremental steps, allowing the team member to gradually adapt and build confidence. Identify smaller milestones or quick wins that can demonstrate the value and benefits of the changes early on. Provide training, resources, and support to help the team member develop the necessary skills and knowledge for the new AI processes or technologies. Celebrate each small success along the way, reinforcing positive behavior and progress.

So in order to make changings, try to do in incremental manner to avoid overwhelming your team members. Break down the change into small and simple tasks then do the tasks step by step, so that it will be easy for you to build and your team members will understand your work. You will also feel confidence as you will tackle each single small task, and can better defend the change you are going to bring.

Go through a typical work day with your team member - what is it that you are spending time doing on the daily. Pick a relatively simple task that occurs often throughout a day or a week - and have them try using AI to do the task - and give them the support they need to make that happen. Start small. For example, instead of summarizing the notes from a meeting, take the transcript, feed it into a GPT, and have it do that work. Instead of googling how to fix a bug, ask GPT. You have to get their hands on it and get them interested in it, because without that, no lovely feedback conversation in the world will turn a detractor into an evolving AI supporter.

Create a Positive Environment --------------------------------- Private Setting: Have the conversation in a private, comfortable setting to avoid embarrassment and encourage openness. Positive Start: Begin the conversation with positive feedback about their strengths and contributions.

Establish a feedback loop where the team member can share their experiences, concerns, and suggestions throughout the change process. Schedule regular check-ins or progress meetings to address any issues or obstacles they may be facing. Be open to modifying the approach or adjusting the timeline based on the team member's feedback, demonstrating flexibility and a willingness to collaborate. Involve the team member in decision-making processes related to the changes, fostering a sense of ownership and buy-in.

Focus on Growth: Emphasize how adapting to AI can enhance their skills and contribute to personal and professional growth. Future-Oriented: Focus on future behaviors rather than past mistakes.

Establishing a robust feedback loop is critical in such situation. It ensures continuous improvement and helps address concerns promptly. Here’s how to implement an effective feedback loop: 1. Encourage Open Communication 2. Solicit Constructive Feedback 3. Act on Feedback Promptly 4. Provide Regular Updates 5. Highlight Positive Outcomes 6. Create a Continuous Improvement Culture 7. Acknowledge and Appreciate Contribution By establishing a strong feedback loop, you ensure that team members feel heard and valued, which can significantly reduce resistance to change. This ongoing dialogue helps to address issues in real-time and facilitates a smoother transition to new AI systems, fostering a collaborative and adaptive team environment.

Estabelecer um ciclo de feedback contínuo é fundamental para a integra??o bem-sucedida da Inteligência Artificial nas equipas de trabalho. Este processo cria um canal de comunica??o aberto onde os membros da equipa podem expressar as suas experiências com a IA sem receio de julgamento, o que é essencial para promover a aceita??o e o uso eficaz da tecnologia.

Celebrating success and progress is only possible when initially tangible KPIs have been set. That's why the whole process is important. When the team understands and sees the benefits for everyone involved the implementation of next steps on the AI journey will be easier.

Encourage Open Dialogue ---------------------------- Listen Actively: Allow them to express their concerns and listen actively. Collaborative Solutions: Work together to find solutions that address their concerns and benefit the project.

??Make them feel good -Feedback can often to taken negatively if not communicated properly. -The element that can add positivity to create a constructive feedback is positive reinforcement. -The recepient must not feel targeted, rather should feel that it is for betterment. -Do not only give feedback on what is not working, concentrate on appreciating what they have done positively.

The Conversation: Choose the Right Setting: Schedule a private conversation in a comfortable environment where they feel safe to express their concerns. Start with Appreciation: Acknowledge their contributions and expertise. Focus on the Benefits: Explain how AI can make their work more efficient, effective, or less error-prone. Address Concerns Head-on: Listen actively to their worries and offer solutions or resources to address them. Be Patient with Change: Change takes time. Encourage them to ask questions and offer feedback throughout the process.

Change is always hard and more so i believe change around with AI should be handled with alot of empathy ,Sharing every positive win and celebrating every single milestone as often as it would. how to go about it is: 1. Celebrate every win whether ssmall or big. 2. Expose the team members as much as possible. It's through exposure that the fear of the unknown and known will be overcome. 3. Appreciate the level each team member is on in their adoption and acceptance journey of AI

Mentoring is a key element to address resistance to AI. In the age of GenAI and promise it will bring to people's productivity, resisting AI will put the individual at a clear disadvantage. Through mentoring, you can undercover the true cause of resistance, help the person by owning a plan to get up to speed, and continue to monitor the progress against the plan. I find it absolutely important to demonstrate the value through observation, enablement through hands-on training and actual usage, and encouraging a buddy connection with similar individuals who have developed and started using the technology and tools.

Training Opportunities: Offer resources, training, or mentorship to help them understand and adapt to AI. Offer Help: Let them know you are there to support them through the transition.

Pour faciliter l'acceptation de l'IA, proposez un mentorat personnalisé. Associez le membre de votre équipe à un mentor compétent en IA. Ce mentor pourra offrir des conseils personnalisés, partager des expériences et fournir des astuces pratiques pour surmonter les défis liés à l'IA. Ce soutien individuel aide à démystifier l'IA et permet au membre de l'équipe de voir ses applications pratiques sous un jour moins intimidant. Le mentorat transforme l'appréhension en confiance et rend l'IA plus accessible et compréhensible.

Consider pairing your AI-resistant team member with someone who's already embraced the technology. A mentor can provide guidance, support, and a fresh perspective. It's a great way to foster collaboration and build trust. This mentor can share their own experiences, answer questions, and offer practical tips for using AI effectively. It's important to choose a mentor who is not only knowledgeable about AI but also patient and empathetic. They should be able to relate to the challenges your team member is facing and offer encouragement along the way. Remember, the goal of mentorship is not just to teach skills, but also to inspire confidence and enthusiasm for AI.

Before all this understand the basic math, there are many courses on different platforms for this topic, then go to the basics of computer vision. If you drive directly into AI you'll bias yourself in this domain only.

When giving feedback to a team member resistant to change in AI, start by understanding their background and reasons for resistance. Choose a private, appropriate time to discuss. Begin with positive acknowledgments of their strengths, then clearly and objectively describe the specific behavior or attitude that needs change, explaining its impact on the team and project. Listen to their perspective and collaborate on solutions, offering support such as training or mentorship. Highlight the benefits of AI with success stories and practical demonstrations. Encourage a growth mindset, celebrate small wins, and model positive behavior by showing your own adaptability to AI. Follow up regularly to review progress and provide ongoing support.

???????? Exbhibit trust your team mate -While giving feedback in AI, you must show trust in your team mate. - Feedback should not be for criticizing. It must be constructive. -You tone of delivery, body-language and intentions that you exhibit are very important for the process of giving feedback.

Additional Tips: Involve Them in the Process: If possible, involve your team member in the selection and implementation of the AI tool. This can help them feel more invested in the change. Celebrate Successes: Once AI is implemented, highlight how it has benefited the team and individual workflows. Lead by Example: Demonstrate your own enthusiasm and willingness to learn about AI.

Consider addressing their fears towards AI, I had experience of a very talented s/w developer who decided to never use any AI tools as a previous project had fallen short due to an over dependency on certain AI tools. After several conversations and practical walk throughs I was able to show them that they had too high expectations on how the tool would aid their work but failed to consider the limitations of the AI tool. Following this and a few practical uses of other tools, the developer was ready to embrace AI and its changes with the right expectations in mind.

As a Change Management Professional, I think applying the ADKAR principles will help you, as a leader, to give feedback to an associate who is resistant to change in AI, which in turn will facilitate individual change. Awareness - individual change begins with understanding why the change is needed and what is the risk of not changing Desire - individual change involves personal decisions; "what's in it for me" and why should I engage and participate Knowledge - change requires knowing how, which involves training and learning new skills Ability - change requires action and demonstrated ability to accept and implement the change Reinforcement - for the change to be "sticky" it has to be reinforced so it can be sustained