{"id":2765,"date":"2026-06-26T19:07:47","date_gmt":"2026-06-26T19:07:47","guid":{"rendered":"https:\/\/www.goprofiles.io\/blog\/?p=2765"},"modified":"2026-06-26T19:07:47","modified_gmt":"2026-06-26T19:07:47","slug":"hr-gamechangers-episode-21-recap-ai-adoption-gap","status":"publish","type":"post","link":"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-21-recap-ai-adoption-gap\/","title":{"rendered":"HR GameChangers Episode 20 Recap: The AI Adoption Gap: The 80\/20 Problem No One\u2019s Talking About"},"content":{"rendered":"\n<p>The reasons employees aren&#8217;t using AI have very little to do with technology. Most organizations have already bought the tools \u2014 the gap isn&#8217;t access, it&#8217;s adoption. The real blockers are human: fear, identity, accountability, and leadership that hasn&#8217;t yet modeled the behaviors it&#8217;s asking others to adopt. Most organizations are also tracking the wrong things and training everyone the same way for a tool that demands something far more individual. The 80\/20 gap isn&#8217;t a technology problem. It&#8217;s a people problem \u2014 and it requires a very different playbook.<\/p>\n\n\n\n<p>In Episode 21 of the GoProfiles HR GameChangers series, moderator Janelle Henry was joined by people leaders with deep experience in AI transformation and workforce change to dig into what&#8217;s really blocking adoption, what separates power users from everyone else, and why the conditions an organization creates matter far more than the tools it buys.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<figure class=\"wp-block-embed is-type-video is-provider-youtube wp-block-embed-youtube wp-embed-aspect-16-9 wp-has-aspect-ratio\"><div class=\"wp-block-embed__wrapper\">\n<div class=\"jetpack-video-wrapper\"><iframe loading=\"lazy\" title=\"HR GameChangers by GoProfiles | The AI Adoption Gap: The 80\/20 Problem No One\u2019s Talking About\" width=\"640\" height=\"360\" src=\"https:\/\/www.youtube.com\/embed\/baWNhA-qV40?feature=oembed\" frameborder=\"0\" allow=\"accelerometer; autoplay; clipboard-write; encrypted-media; gyroscope; picture-in-picture; web-share\" referrerpolicy=\"strict-origin-when-cross-origin\" allowfullscreen><\/iframe><\/div>\n<\/div><\/figure>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Speakers<\/strong><\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>Janelle Henry<\/strong>: Talent and Brand at Stripe, Advisor &amp; Former VP of People at Rad AI &amp; GoProfiles customer (moderator)<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/moniquearringtonrecruits\/\" target=\"_blank\" rel=\"noreferrer noopener\">Monique Arrington<\/a>:<\/strong> Senior Executive, Human Resources, Gusto<\/li>\n\n\n\n<li><strong><a href=\"https:\/\/www.linkedin.com\/in\/shlomit-gruman-navot\/\" target=\"_blank\" rel=\"noreferrer noopener\">Shlomit Gruman &#8211; Navot:<\/a><\/strong> Co-Founder, Sr. HR Advisor, Practi<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Key Takeaways:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><strong>AI adoption is an HR problem, not an IT problem<\/strong> \u2014 the blockers are human and organizational: fear, identity, unclear governance, and work that hasn&#8217;t been redesigned. HR is uniquely positioned to lead, but only if it&#8217;s in the room from the start.<\/li>\n\n\n\n<li><strong>Literacy isn&#8217;t fluency<\/strong> \u2014 knowing the terminology isn&#8217;t the same as knowing how to work with AI. Measure how people actually embed it into their daily workflows, not just whether they&#8217;ve checked the training box.<\/li>\n\n\n\n<li><strong>Power users are defined by mindset, not role<\/strong> \u2014 curiosity, bravery, and a growth mindset matter more than technical background. The 80\/20 gap closes when organizations build those traits across the middle, not just celebrate early adopters.<\/li>\n\n\n\n<li><strong>Conditions beat expectations<\/strong> \u2014 adoption targets without psychological safety, manager modeling, and a culture of experimentation won&#8217;t produce lasting change. Expectations only work when the environment supports them.<\/li>\n\n\n\n<li><strong>Measure outcomes, not activity<\/strong> \u2014 logins, tokens, and hours tell you almost nothing. Tie AI metrics to business results, and recognize that knowing when not to use AI is becoming a skill in its own right.<\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why AI Adoption Is an HR Problem<\/strong><\/h2>\n\n\n\n<p>When organizations struggle to move beyond the initial enthusiasm of an AI rollout, the instinct is often to treat it as a technology or training problem. The panel pushed back on that framing. The adoption gap, they argued, lives in the messy human work of changing behaviors, redefining roles, and confronting the unease that comes when years of hard-won expertise suddenly feel uncertain. That&#8217;s HR&#8217;s territory, not IT&#8217;s.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot.png\" alt=\"Shlomit Gruman-Navot, Co-Founder and Senior HR Advisor at Practi, HR GameChangers Episode 21 panelist\" class=\"wp-image-2768\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThe pace of change is like nothing we&#8217;ve seen before. You have to unlearn \u2014 your behaviors, your role as a leader, your sense of self. I call it the messy middle, and it might last the next two to five years. All of those are human and organizational questions.\u201d<\/p>\n<cite>\u2014Shlomit Gruman-Navot, Co-Founder &amp; Sr. HR Advisor, Practi<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>For Monique, the problem is compounded by where HR sits in the process. Too often, she noted, IT launches a major AI initiative and people teams are brought in only afterward \u2014 left to retrofit governance, training, and change management onto a rollout that was designed without them. The fix is structural: HR and IT in the same room from the first design conversation, not brought in after the decisions are already made.<\/p>\n\n\n\n<p>The stakes of getting this wrong are concrete. Shlomit pointed to shadow AI \u2014 employees quietly using unauthorized tools because the organization hasn&#8217;t provided adequate access or guidance \u2014 as one of the most immediate risks. When AI isn&#8217;t treated as a people and organizational topic, the value people create on the side never gets captured, and teams drift into silos. The most advanced tools in the world, she argued, can&#8217;t fix that.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Literacy vs. Fluency: A Critical Distinction<\/strong><\/h2>\n\n\n\n<p>One of the most useful distinctions of the episode was between AI literacy \u2014 knowing the language \u2014 and AI fluency \u2014 knowing how to work with AI in practice. A literate employee can define tokens and LLMs and speak the vocabulary. A fluent one embeds AI into their actual workflows and can reason about ROI, including the costs most organizations forget: tokens, tools, and the gap between top-line impact and true return. Fluency, not literacy, is what HR needs to develop and measure.<\/p>\n\n\n\n<p>The conversation extended the point to readiness \u2014 the step most companies skip in their rush to deploy. Before asking whether AI will improve the work, the panel argued, leaders should be asking whether the organization is actually prepared to absorb it: Is the training in place? How will fluency be measured? Or is this just another trend being chased? Shlomit framed fluency itself as a portfolio rather than a single standard, with different levels appropriate to different roles \u2014 from those still resisting to those redesigning entire workflows with agentic AI. The job of HR is to know where each person sits and what they need to move up.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The 80\/20 Adoption Gap: What&#8217;s Really Driving It<\/strong><\/h2>\n\n\n\n<p>Nearly every organization hits the same wall after launch: a small slice of employees turn into power users while the majority stalls. The panel challenged the assumption that this is mainly a training or awareness gap. For Monique, what separates the power users from everyone else is emotional, not technical \u2014 and rolling out the same training to all of them only widens the gap.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington.png\" alt=\"Monique Arrington, Senior Executive, Human Resources at Gusto, HR GameChangers Episode 21 panelist\" class=\"wp-image-2769\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cThe real differentiator between a power user and someone opting out is fear, self-identity, and a level of shame around feeling like you can&#8217;t be good at your job if you&#8217;re using AI. AI is a very unique type of tool. We need to identify gaps in individuals, not apply a one-size-fits-all approach.\u201d<\/p>\n<cite>\u2014Monique Arrington, Senior Executive, Human Resources, Gusto<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Shlomit had observed the same pattern from the other direction. The people racing ahead weren&#8217;t the engineers or the managers \u2014 they were simply the curious ones, the people with a sense of agency and a willingness to experiment. She&#8217;s watched employees who have never written a line of code build remarkable things with AI, simply because they were open to trying, comfortable saying &#8220;I don&#8217;t know,&#8221; and unafraid to fail in the process. The real challenge for HR, she stressed, isn&#8217;t celebrating those early movers \u2014 it&#8217;s giving the hesitant middle of the organization the permission and the push to follow.<\/p>\n\n\n\n<p>Janelle distilled it to a single trait she keeps seeing in the people who adopt fastest.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cIt&#8217;s yes people \u2014 people who find the paths to yes, who say, &#8216;I know there&#8217;s a way.&#8217;\u201d<\/p>\n<cite>\u2014Janelle Henry, <em>Talent and Brand at Stripe, Advisor &amp; Former VP of People at Rad AI<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>That led to the question every leader eventually confronts: do you incentivize adoption or mandate it? On this, Shlomit was unequivocal \u2014 pressure might produce a short-term bump, but it never builds lasting change. Expectations only take root when the conditions beneath them are real \u2014 managers actively coaching, psychological safety to experiment, leaders willing to talk openly about their own AI attempts that didn&#8217;t work. Set the targets, she argued, but build the environment first.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Measure the Outcome, Not the Activity<\/strong><\/h2>\n\n\n\n<p>If organizations track the wrong things, they&#8217;ll draw the wrong conclusions \u2014 and many are. The panel agreed that activity metrics like logins, hours, and token usage are a poor proxy for real impact. Monique traced the problem back to a planning gap: companies hand out a fixed token allotment and expect a predictable level of output, without ever testing what a given team actually needs.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington.png\" alt=\"Monique Arrington, Senior Executive, Human Resources at Gusto, HR GameChangers Episode 21 panelist\" class=\"wp-image-2769\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cYou have to experiment within teams, establish baselines, and stay willing to adjust. And frankly, not everything needs AI.\u201d<\/p>\n<cite>\u2014Monique Arrington, Senior Executive, Human Resources, Gusto<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>Shlomit&#8217;s answer was simpler: measure outcomes, not usage.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot.png\" alt=\"Shlomit Gruman-Navot, Co-Founder and Senior HR Advisor at Practi, HR GameChangers Episode 21 panelist\" class=\"wp-image-2768\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cUnderstand the &#8216;what for,&#8217; then measure the &#8216;what for.&#8217; The question isn&#8217;t whether our teams are using AI \u2014 it&#8217;s whether we used it to improve a specific outcome, and whether we can see it working.\u201d<\/p>\n<cite>\u2014Shlomit Gruman-Navot, Co-Founder &amp; Sr. HR Advisor, Practi<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>She pointed to organizations that have rebuilt entire functions around agentic AI \u2014 humans and agents working in tandem, with clear governance over the data involved \u2014 and seen measurable, sustained gains in the outcomes that matter to the business. The headline was never that teams were using AI; it was that a specific result had improved, and they could prove it. She also named a skill organizations rarely think to build: knowing when not to build an agent at all. Not every use case needs one, and recognizing that restraint, she predicted, is about to become its own competency.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Getting Started: The Advice That Actually Helps<\/strong><\/h2>\n\n\n\n<p>The panel had practical advice for the question every HR leader eventually faces: how do you help someone who doesn&#8217;t know where to begin? Shlomit kept it simple \u2014 start with your biggest pain and build a workflow around it. Monique offered a framing she picked up early in her own adoption journey: make a list of the problems you face every day that you shouldn&#8217;t be spending your time on, then a second list of the ones you think your leaders struggle with. Work through them steadily, building an agent or skill to solve one at a time. The exercise does more than save time \u2014 it surfaces the real problems hiding inside the organization.<\/p>\n\n\n\n<p>Janelle picked up the thread with a point about where fluency is allowed to begin. Adoption doesn&#8217;t have to start at work, she noted \u2014 and pushing people to experiment on low-stakes personal problems is often what makes it stick. But she also flagged the quieter risk on the other side: over-reliance. Look at the calculator app on your phone, she joked, and check the embarrassing equations you&#8217;ve punched in instead of doing the math yourself.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"849\" height=\"850\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png\" alt=\"\" class=\"wp-image-2037\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry.png 849w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-768x769.png 768w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2025\/06\/06152519\/janelle-henry-40x40.png 40w\" sizes=\"auto, (max-width: 849px) 100vw, 849px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cWe need to make sure we&#8217;re not getting lazy and overusing AI on the things we should know ourselves.\u201d<\/p>\n<cite>\u2014Janelle Henry, <em>Talent and Brand at Stripe, Advisor &amp; Former VP of People at Rad AI<\/em><\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Hidden Blockers: Beyond the Training Gap<\/strong><\/h2>\n\n\n\n<p>When employees resist AI even after training and access are in place, the blockers run deeper than they appear. Monique spends much of her change-management work confronting the fear directly \u2014 asking resistant clients to &#8220;run the tape&#8221; on their worst-case scenario and walk through what AI actually replacing them would look like, whether that&#8217;s realistic right now, and what the data actually suggests. Played out honestly, the catastrophe usually deflates, and curiosity takes its place.<\/p>\n\n\n\n<p>Shlomit named a blocker that rarely gets discussed: accountability. As workflows are redesigned around agents and humans working side by side, employees are genuinely unsure who owns the result \u2014 and that ambiguity feeds the broader problem of &#8220;work slop,&#8221; output that looks polished but lacks real substance. Her rule is blunt: if you can&#8217;t put your name on it, don&#8217;t send it. Building that accountability into AI workflows, she argued, is now part of the work itself.<\/p>\n\n\n\n<p>Monique took the idea a step further with a reframe she uses when teaching an AI literacy course to high schoolers \u2014 one that applies just as well to resistant employees.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington.png\" alt=\"Monique Arrington, Senior Executive, Human Resources at Gusto, HR GameChangers Episode 21 panelist\" class=\"wp-image-2769\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185350\/Monique-Arrington-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cI tell them: whatever job you take, you&#8217;re going to be a manager \u2014 of workflows, of a bot, of code. The people who don&#8217;t adopt AI are often individual contributors who struggle to manage programs. That&#8217;s the gap we have to close.\u201d<\/p>\n<cite>\u2014Monique Arrington, Senior Executive, Human Resources, Gusto<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Why Managers Make or Break Adoption<\/strong><\/h2>\n\n\n\n<p>The panel&#8217;s closing question cut to the heart of the conversation: can an organization adopt AI effectively if its managers aren&#8217;t using it themselves? Monique&#8217;s answer was unequivocal \u2014 no. Without managers modeling the behavior, the enthusiastic few move ahead and everyone else stays put. And the damage is practical as well as cultural: when an employee hits a wall \u2014 a skill that won&#8217;t work, an agent that won&#8217;t connect \u2014 and their manager has no idea how to help, the employee quietly concludes the whole thing must not matter. Role-modeling, she argued, has to come before any expectation of adoption.<\/p>\n\n\n\n<p>Shlomit pointed to<a href=\"https:\/\/www.betterup.com\/turning-ai-strategy-into-real-performance-betterup\" target=\"_blank\" rel=\"noreferrer noopener\"> research from BetterUp<\/a> that highlights why not all manager buy-in is equal. The study sorts managers into four archetypes based on how they pair AI with investment in their people, and the standout group, the Calibrators, builds the conditions where AI actually improves performance. The unsettling counterpart: in low-coaching cultures, heavier AI use can actively degrade performance. What struck Shlomit most was that the strongest and weakest managers can look identical on an adoption chart \u2014 same usage, very different results.<\/p>\n\n\n\n<blockquote class=\"wp-block-quote is-layout-flow wp-block-quote-is-layout-flow\"><div class=\"wp-block-image is-style-rounded\">\n<figure class=\"aligncenter size-full is-resized\"><img loading=\"lazy\" decoding=\"async\" width=\"606\" height=\"606\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot.png\" alt=\"Shlomit Gruman-Navot, Co-Founder and Senior HR Advisor at Practi, HR GameChangers Episode 21 panelist\" class=\"wp-image-2768\" style=\"width:200px;height:200px\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot.png 606w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-300x300.png 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-150x150.png 150w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2026\/06\/26185233\/Shlomit-Gruman-Navot-40x40.png 40w\" sizes=\"auto, (max-width: 606px) 100vw, 606px\" \/><\/figure><\/div>\n\n\n<div style=\"height:10px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<blockquote class=\"wp-block-quote has-text-align-center is-style-large is-layout-flow wp-block-quote-is-layout-flow\">\n<p>\u201cOne only cares about AI output and not the human side. The other cares about both \u2014 the coaching, removing the fear, all the human things that were always there. Those are the best managers in current times.\u201d<\/p>\n<cite>\u2014Shlomit Gruman-Navot, Co-Founder &amp; Sr. HR Advisor, Practi<\/cite><\/blockquote>\n<\/blockquote>\n\n\n\n<div style=\"height:25px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<p>The same logic extends upward. Shlomit has watched CEOs accelerate adoption simply by normalizing it \u2014 talking openly about their own AI use, hosting open sessions where anyone can share what they&#8217;ve built, personal projects included. Only once a behavior is normalized, she noted, can an organization credibly expect it.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>The Adoption Gap Is a People Gap<\/strong><\/h2>\n\n\n\n<p>AI adoption doesn&#8217;t stall because of bad tools. It stalls because of unaddressed fear, missing accountability structures, managers who can&#8217;t model what they haven&#8217;t built, and measurement systems that confuse activity with impact. The organizations closing the adoption gap are the ones treating this as what it actually is: a people challenge \u2014 one that HR is uniquely equipped to lead.<\/p>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\">For More HR Technology Insights, Check Out Our Previous Episodes:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-1-recap-the-new-era-of-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 1:<\/strong> The New Era of Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-ep-2-building-a-thriving-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 2:<\/strong> Building a Thriving Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-measuring-employee-engagement\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 3:<\/strong> Measuring Employee Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-digital-workplace\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 4:<\/strong> The Digital Workplace&nbsp;<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-recap-enhancing-engagement-strategies\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 5:<\/strong> Enhancing Engagement<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-6-recap-building-a-resilient-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 6<\/strong>: Building a Resilient Culture<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 7:<\/strong> Skill-Based Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-7-recap-skill-based-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 8:<\/strong> Navigating Remote &amp; Hybrid Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-9-recap-ais-role-in-redefining-the-hr-landscape\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 9<\/strong>: The Role of AI in HR<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-10-recap-building-compensation-models-that-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 10<\/strong>: Building Compensation Models That Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-11-recap-chros-as-architects-of-business-strategy\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 11<\/strong>: The Future of HR Leadership: CHROs as Architects of Business Strategy<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-12-recap-branding-strategies-internally-and-externally\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 12<\/strong>: Path to CHRO: Branding Strategies Internally and Externally<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-13-recap-balancing-ai-and-people-centric-organizations\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 13<\/strong>: HR Crossroads: Balancing AI and People-Centric Organizations<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-14-recap-culture-led-growth-and-values-driven-leadership\/\"><strong>Episode 14<\/strong>: Culture-Led Growth: How Values-Driven Leadership Fuels Performance and Profit<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-15-recap-ai-at-work\/\" id=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-15-recap-ai-at-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 15:<\/strong> AI at Work: AI Literacy, Strategy, and Adoption<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-16-leadership-reset-2026\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 16: <\/strong>The Leadership Reset: Essential Leadership Skills for 2026 and Beyond<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-17-recap-ai-enabled-workforce-performance\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 17:<\/strong> The Q1 Reset: Linking Performance to AI Readiness and Adoption<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-18-recap-ai-adoption-company-culture\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 18<\/strong>: CHRO Playbook: Protecting Culture While Scaling AI<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-19-recap-ai-teammates-new-operating-model-for-work\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 19<\/strong>: AI Teammates: A New Operating Model for Work<\/a><\/li>\n\n\n\n<li><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-gamechangers-episode-20-building-ai-leadership-bench\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>Episode 20<\/strong>: Future-Ready Leaders: Building the AI Leadership Bench<\/a><\/li>\n<\/ul>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<h2 class=\"wp-block-heading\"><strong>Join the conversation: Register for Episode 22<\/strong><\/h2>\n\n\n\n<p>Don\u2019t miss our next webinar, <a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-22\/building-the-people-experience-playbook\">HR Convergence: Building the People Experience Playbook<\/a>, on <em>July 30, 2026 @ 11AM PST.<\/em><\/p>\n\n\n\n<p>Join us as we explore how HR leaders are breaking down silos to build integrated people experience playbooks\u2014and what it takes to deliver a consistent, connected experience at every stage of the employee journey.<\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><a href=\"https:\/\/www.goprofiles.io\/resources\/hr-gamechangers\/episode-22\/building-the-people-experience-playbook\"><strong>Register now<\/strong><\/a><strong> to stay ahead of the game <\/strong><a href=\"https:\/\/www.goprofiles.io\/blog\/hr-leadership-styles-2026-tech-trailblazer\/\"><strong>in 2026 and beyond<\/strong><\/a><strong>!<\/strong><\/h4>\n\n\n\n<div style=\"height:50px\" aria-hidden=\"true\" class=\"wp-block-spacer\"><\/div>\n\n\n\n<div class=\"row bg-dark rounded p-3 my-1\">\n<div class=\"col col-12 col-md-8 my-auto py-2\">\n<h4 class=\"wp-block-heading  text-white\" id=\"h-access-and-share-resources-instantly-with-golinks\">Build a culture of connection and recognition with GoProfiles<\/h4>\n\n\n\n<a class=\"btn btn-primary\" href=\"https:\/\/www.goprofiles.io\/signup?utm_source=blog&amp;utm_medium=blog&amp;utm_campaign=blog-cta&amp;utm_content=free-trial\" role=\"button\">Try for free<\/a>\n<\/div>\n\n\n\n<div class=\"col col-12 col-md-4 py-2\">\n<figure class=\"wp-block-image size-full rounded my-auto\"><img loading=\"lazy\" decoding=\"async\" width=\"624\" height=\"448\" src=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp\" alt=\"\" class=\"wp-image-1010\" style=\"object-fit:cover\" srcset=\"https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1.webp 624w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-300x215.webp 300w, https:\/\/images.goprofiles.io\/blog\/content\/uploads\/2024\/09\/25215748\/goprofiles_blog_footer_cta_2x_2x-1-40x29.webp 40w\" sizes=\"auto, (max-width: 624px) 100vw, 624px\" \/><\/figure>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"<p>Why do most AI rollouts stall? HR leaders unpack the real blockers behind the AI adoption gap \u2014 and why it&#8217;s a people problem.<\/p>\n","protected":false},"author":28,"featured_media":2766,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"content-type":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"categories":[530],"tags":[542,545,556,654],"class_list":["post-2765","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hr-gamechangers","tag-ai-adoption","tag-hr-leadership","tag-people-operations","tag-change-management"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v26.8 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>GoProfiles Blog<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"HR GameChangers Episode 20 Recap: The AI Adoption Gap: The 80\/20 Problem No One\u2019s Talking About\" \/>\n<meta property=\"og:description\" content=\"Why do most AI rollouts stall? 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