{"id":7887,"date":"2026-11-03T08:04:01","date_gmt":"2026-11-03T08:04:01","guid":{"rendered":"https:\/\/aomtodayprod.wpenginepowered.com\/?p=7887"},"modified":"2026-10-29T18:06:01","modified_gmt":"2026-10-29T18:06:01","slug":"do-this-to-quell-ai-anxiety","status":"publish","type":"post","link":"https:\/\/www.aom.org\/today\/do-this-to-quell-ai-anxiety\/","title":{"rendered":"Do This to Quell AI Anxiety"},"content":{"rendered":"

By Paul Friedman<\/a><\/p>\n

Business leaders are failing to deal with the widespread fear of an artificial intelligence-fueled future. That\u2019s the view of Academy of Management Scholar Adam Galinsky<\/a> of the Columbia Business School, who said that given the anticipated pain of transformed professions and lost jobs, people need their leaders to communicate a clear vision of how AI will support workers rather than replace jobs.<\/p>\n

\u201cThe two most important questions about vision that leaders must answer are: \u2018What\u2019s the positive purpose of AI?\u2019 and then \u2018What\u2019s the pathway to reach that positive purpose?\u201d Galinsky said.<\/p>\n

\u201cLeaders need to define the core values of their organizations and how AI is going to help implement or achieve those core values in a way that is beneficial to employees rather than a replacement of employees,\u201d he said.<\/p>\n

Research confirms that the greatest fear people have about AI is being replaced and their skills becoming outdated or redundant. People want to know how they are going to get the skills they need to work with AI.<\/p>\n

\u201cIronically enough, people don\u2019t even want to touch AI, because if they touch it, they might play a role in their own replacement,\u201d Galinsky said. \u201cMy research shows that we when people feel they\u2019re valued by the organization they become more open to exploring AI \u2013 to use it and think about it.<\/p>\n

\u201cIt really starts with this fundamental value of respect,\u201d he said. \u201cIf I feel that I\u2019m respected, I\u2019m important, and I matter to my organization.<\/p>\n

\u201cThen the fear of replacement goes down because employees feel like there\u2019s going to be a pathway forward.\u201d<\/p>\n

Even when the pathway forward is not clear, honest communication is vital, especially when it comes to worker anxiety caused by automation and new technologies.<\/p>\n

\u201cLeaders must communicate even when they don\u2019t have the answers\u2014they need to be honest and acknowledge that AI has the possibility of disrupting how we do our work,\u201d Galinsky said. \u201cBut we\u2019re going to always update you as we integrate AI, and we are always looking for ways to help you deal more effectively with whatever the future brings.<\/p>\n

\u201cThat honesty and reassurance not only demonstrate empathy and long-term understanding, but also show that I am in control,\u201d he said. \u201cThe combination of vision, protection, and empathy are the three universal foundations of inspiring others<\/a>.\u201d<\/p>\n","protected":false},"excerpt":{"rendered":"

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