Organizational Psychologist: Companies Miss People Crucial for AI Change

Companies may invest in AI tools and train staff, but risk failed implementation if they overlook the informal networks and trusted individuals who influence adoption, according to organizational psychologist and author Dr. Deborah Peck. Peck emphasizes that understanding how information, influence, and trust flow through an organization is critical for successful change initiatives.

"Managing individuals and task metrics is no longer enough," Peck stated. "You must understand how information, influence, and trust actually move through the entire workforce." She argues that simply acquiring AI technology and training employees is insufficient without considering the human element of workplace relationships.

In her book, "Turning Intuition Into Science: Harnessing the Power of Organizational Network Analysis," Peck introduces Organizational Network Analysis (ONA). This method maps the informal connections that traditional organizational charts miss, identifying key individuals who are sought for advice, who bridge different teams, and where critical knowledge resides. A 2026 Gallup survey indicated that 78% of employees frequently used AI when they felt their manager supported its use, highlighting the importance of leadership communication.

ONA can provide leaders with a clearer picture before redesigning workflows, introducing new technology, or experiencing the departure of key personnel. Peck's work, drawing from diverse sectors like technology and public service, addresses the core leadership challenge: identifying those who truly facilitate the flow of information and trust within an organization.

Peck cautions that mapping relationships is a starting point for dialogue, not a means to label employees. She stresses the continued need for clear expectations, effective tools, and open channels for staff to voice concerns about privacy, workload, and the purpose of new technologies.