‘Systemic education’ critical to maximising AI benefits
While artificial intelligence’s capabilities are advancing rapidly, workplace adoption lags behind the technology’s projected potential, according to one expert.
“What’s happening on the ground doesn’t always match what people are projecting for it,” says Andy Schachtel, Sourcefit CEO. “That gives the impression that employers aren’t necessarily maximising what AI is capable of.
‘Silo-ification’ when it comes to the use of the technology is one of the biggest barriers to full adoption, he says.
“When people are using AI in an organisation, there's often no comprehensive training and implementation programme within the organisation for AI.
“What happens is different sets of people are using it independently, and so that leads to a lack of sharing of ideas, of know-how… of what’s best practice and what's not best practice.”
He notes that if companies don't put in a formal training plan to integrate AI into their work processes, “then you have a lot of gaps in people's understanding”.
Implementing AI within organisations’ work processes “takes more than just one individual going to ChatGPT to help them with an email.”
“Whatever processes you're working on within systems of your company need to be integrated with AI in a way that everyone within the organisation approves of,” says Schachtel.
PwC's CEO Survey 2025 revealed that 70% of CEOs in New Zealand believe AI has increased efficiencies in their employees' time at work, yet only 37% of workers believe that AI is used safely and ethically.
‘Human-centric AI’ and sustainability
While Schachtel is championing the use of AI in the workplace, he also cautions employers against relying on it too much.
He explains that the rate of adoption of the technology these days is “causing a lot of angst among younger people who are in college or high school” who are preparing to enter the workforce.
On the employers’ end, however, “there's the real risk of creating a gap in the talent pipeline,” he says.
“If you're letting AI take over all of the fundamental processes, then you're not going to have people who are going to evolve out of the organisation… There's going to be some break in the talent pipeline for your organisation.
“Making sure that humans stay in the loop will help to counteract that phenomenon of breaking the chain of talent,” he says.
AI can act “as an amplifier — not a replacement — for human coaching,” Dr. Marais Bester, senior consultant at SHL, a talent acquisition and management platform, previously told HRD.
‘Fundamental messages’, ‘systemic education’
In upskilling workers in the area of AI, companies should use basic, fundamental messaging, says Schachtel.
“Think of the most fundamental messages when you make a programme.”
Employers must also ensure that their AI training programme does not “just evolve without any kind of systematic education within your organisation”.
“Make sure that there's no siloing. Make sure that everyone in the organisation understands what your stance is with regard to AI. Make sure that everyone's getting access to the tools and know the best practices. That way, you can holistically allow AI to lift up your efficiency and the way that you do business.”
Nearly half of hiring leaders across New Zealand are looking for new skills from candidates in the wake of AI adoption, according to a previous report.
