The C-suite thinks it’s got this. In one survey rounded up by HR Dive, a big share of top executives, CHROs and senior talent leaders rated their own leadership “highly prepared” to run AI adoption. Meanwhile the workers who’d actually have to learn the tools aren’t rushing to upskill. So the map at the top says the org is ready. The ground says otherwise.
Same week, two more reminders that the old playbook keeps missing. SHRM’s insurance carrier told a court it isn’t the one paying the $10 million jury verdict in a race bias case. And a majority on the D.C. Circuit ruled the NLRB overstepped when it wrote its “successor bar” rule. Old assumptions, fresh contradiction. Rinse, repeat.
Your company is spending money to train you on AI while the people running that training don’t think their own bosses can pull it off. That’s the gap to watch: when the folks at the top aren’t ready, the upskilling program tends to become a checkbox, not a skill. If your employer offers real training, take it now while it’s free and nobody’s measuring your ROI yet.
The pitch was always that upskilling is on you. Learn the tool, prove you’re worth keeping, ride out the disruption. Then you read that a room full of C-suite, CHRO and senior talent leaders can’t say their own bosses are “highly prepared” to lead the AI thing they’re pushing on everybody else.
Funny how the workers get told to reskill by people who haven’t figured out step one themselves.
I don’t blame the guy dragging his feet on the mandatory AI training. He can see the prep gap runs top to bottom.
Sources: hrdive.com
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