Insights from industry leaders on implementing AI that enhances rather than replaces human potential
The conversation around AI in the workplace has reached a critical mass. CEO after CEO are issuing AI mandates and we are promised either a utopia future of work or dystopian end of work. Work as we know it may be over, but we must acknowledge the nuance and the value that is created every day at the intersection of AI and humanity.
In this post we’ll share insights from Pascal Vallet, Principal at UN International School, Amanda Halle, Fractional People Leader/Advisor, and Akhila Nagula, Co-founder at Happy Employees. These three complementary perspectives give us a sense of how organizations can harness AI's potential while preserving what makes us uniquely human.
"If we do it right, we might actually be able to evolve a form of work that taps into our uniquely human capabilities and restores our humanity. The ultimate paradox is that this technology may become the powerful catalyst that we need to reclaim our humanity." — John Hagel
This paradox sits at the heart of the discussion and how teams are exploring the uses of AI in the workplace. Some fear AI will replace them, while others are embrace the idea that AI is a force multiplier for human potential.
Rather than viewing AI as a replacement for human intelligence, many organizations are discovering the unexpected ways it can free us to focus on our uniquely human capabilities like creativity, critical thinking, and emotional intelligence. Check out the AI-enabled competency-rubric here.
We always say “people, process, tools” in that order because why we do things matters before implementing technological solutions that will ultimately dictate our behaviors and how we work. Today, we have a new factor, AI. Where does AI fit into people > process > tools?
As Principal at United Nations International School, Pascal Vallet has transformed Teacher evaluations and feedback from a heavy administrative load into a human-centered, high impact effort, thanks to AI., freeing him to be more human in his approach.
His framework included two new elements, automation and AI.
AI is a multiplier here because of the thoughtful work that went into considering the humans, designing process and workflows (or mapping existing ones), automating the repetitive (automate-able) tasks, and then identifying where AI could add value to the process to improve outcomes.
Vallet's experience in education provides a compelling case study. By implementing AI-assisted teacher observations, his team increased from only being able to do 4 observations per year to 70! And, they were able to significantly improve the quality of the feedback and decrease the turnaround time to hours not weeks.
The before state: Observer required to take notes and fill in the scorecard while observing. The process was time consuming, and the observation time was spent writing the report rather than actually listening and observing. The observer would stay in the back of the room, typing their observations and report for an hour, not fully present, not truly observing.
The new state:
This example demonstrates how AI can amplify human expertise rather than replace it. The observer can now be fully present to observe the teacher, share back their feedback after the observation and simply make edits or add context to pre-written reports.
More time can be spent being present in the classroom rather than writing reports leading to more teachers getting actionable feedback resulting in better teaching outcomes for students.
Amanda Halle has observed a crucial gap in current implementations of AI in the workplace, working across many organizations, she notes "I see a lot of applications at the individual and team level. I don't see as much at the more broad company level." — companies are mandating AI usage without a holistic strategy or plan. We are still very much in the pioneering and exploration stage, most of which is happening from the bottom up.
There are major opportunities to create connected intelligence systems. Instead of standalone tools, organizations are already looking to ways to build integrated platform that connect all the dots for them; Engagement, performance metrics, workforce planning, and coaching layers are all in need of alignment.
✦ Custom GPTs for hiring processes and job scorecards
✦ Asynchronous stakeholder alignment for job descriptions
✦ Synthesis and analysis of engagement and performance data
✦ Personalized knowledge management systems
Perhaps nowhere is the AI impact more immediate than in required skills. Akhila Nagula, founder at Happy Employees thinks, "It's not the concept of AI is taking away my job is not true. It's more about what skill gap should you have so that you could adopt AI into your workplace."
Four essential skills emerge for the AI-enhanced workplace:
Despite the optimism, there are still valid concerns around AI safety, bias and impact to employees. We should take pause and be thoughtful about our approach and not enter this new world blindly.
The path forward requires intentional design. As organizations implement AI, they must ask not just "Can we?" but "Should we?" “Where would it add the most value” and "How does this enhance our capabilities as humans?”
Key principles for human-centered AI implementation:
✦ Start with clear processes before adding technology
✦ Focus on amplifying human strengths, not replacing them
✦ Invest in skill development alongside tool deployment
✦ Maintain ethical oversight and human decision-making authority
✦ Create connected systems rather than isolated point solutions
The future of work isn't about choosing between humans and machines—it's about designing systems where both can thrive together. The organizations that succeed will be those that view AI as a catalyst for unlocking human potential, not a substitute for human judgment.
The conversation continues as we navigate this transformation. What matters most is that we remain intentional about preserving our humanity while embracing the possibilities that thoughtful AI implementation can unlock.
