Buddhist Catholic Contemplative Evangelical General Christian Hindu Jewish Latter-day Saint Muslim New Visions Progressive Christian

Beliefs

Topics

Columnists

Resource Library

Research Tools

Video

Podcasts

Thought Readers

Faith In Media Tracker

Newsletters

Ad-Free & Subscriber Log-In Subscription Support

Follow Patheos

Home
Nonreligious
Careers, Workplace and Religion
What Leaders Lose When They Hide Gen AI Truths

What Leaders Lose When They Hide Gen AI Truths

Last updated on: April 28, 2026 at 4:15 pm by Gleb Tsipursky

0 Comments

What Leaders Lose When They Hide Gen AI Truths 2026-04-28T16:15:30-04:00 Gleb Tsipursky

LOGO Patheos Explore the world's faith through different perspectives on religion and spirituality! Patheos has the views of the prevalent religions and spiritualities of the world.

AI Truths

Transparency is not a luxury in today’s transformative projects—it is a necessity. As organizations integrate Generative AI (Gen AI) into their operations, the importance of clear, consistent communication around project milestones and outcomes cannot be overstated. Employees are not passive observers of this journey. They are active participants whose trust and engagement are pivotal to the success of these initiatives, since leaders can’t effectively micromanage Gen AI use. When employees see concrete evidence of progress and understand both achievements and challenges, they feel more connected to the transformation, fostering a culture of inclusion and shared purpose.

Creating a Tangible Narrative About Gen AI Truths

When an organization commits to transparency, it crafts a narrative that employees can follow and in which they can believe. Each milestone is a chapter in a story of transformation, illustrating where the organization stands in its AI journey and how the future might unfold. Without this transparency, employees are left to fill in the blanks, which often leads to skepticism or resistance.

Consider a consumer goods company I worked with that wanted to deploy an AI-driven customer service tool. The leadership had ambitious goals, including cutting customer response times by 40% and improving customer satisfaction scores by 20%. However, when the rollout faced early hiccups, including integration delays and low initial adoption rates, the leadership team hesitated to share these challenges with employees.

As their consultant, I emphasized the critical role of transparency in regaining trust. Together, we devised a communication plan that framed the setbacks as opportunities for growth. By sharing the hurdles—like how the tool struggled with regional dialects in customer queries—and the steps being taken to address them, employees saw leadership as honest and committed. Moreover, they were now much more willing to provide feedback on improvements to address rollout challenges, which substantially improved the way the company customized the Gen AI tool to its needs. When the company later achieved its 40% response-time goal, employees felt a shared sense of accomplishment, not because the result was perfect, but because they had been part of the journey and contributed substantially to improving the final standard operating procedures (SOPs) of the Gen AI tool use.

This tangible narrative, built through honest updates, not only reduced resistance but also galvanized employees to champion the technology themselves. But transparency must extend beyond the wins. When challenges arise—such as delays in integrating AI into legacy systems—acknowledging them demonstrates that leadership values honesty over spin. This approach creates a culture where setbacks are not failures but opportunities to learn and adapt. For example, if the deployment of an AI-powered data analytics platform faces setbacks due to data inconsistencies, openly communicating these issues and explaining how they will be addressed builds credibility and shows resilience. Employees are more likely to remain patient and supportive when they see that leadership is committed to navigating obstacles thoughtfully.

The Power of Regular Updates on Gen AI Truths

Imagine the transformative potential of framing AI integration as a collective journey rather than a top-down directive. Regular updates are the fuel that keeps this journey alive in the minds of employees. When milestones are achieved—whether automating 10% of back-office processes or completing a successful pilot program—sharing these achievements reinforces that the organization is moving steadily toward its goals.

Take the case of a retail client that used AI to optimize inventory forecasting. The company initially planned to improve forecasting accuracy by 15% within the first year. Instead of waiting for the final results, we implemented a phased communication strategy that highlighted incremental progress. For instance, at the six-month mark, they shared how a 7% improvement had reduced inventory waste and freed up working capital.

These updates transformed what could have been abstract metrics into concrete benefits. Employees in procurement and logistics saw the direct impact on their workflows, leading them to proactively suggest ways to further integrate AI insights. The periodic updates, coupled with open forums for employee feedback, reinforced the collective nature of the initiative.

By celebrating milestones and acknowledging input, the company cultivated a sense of ownership among employees. It wasn’t just a corporate initiative; it was their initiative, propelled forward by their engagement and ideas. By the end of the year, we achieved a more than 20% improvement in forecasting accuracy due to employee insights.

Outcomes as Lessons and Inspiration

Transparency in communicating outcomes—both good and bad—is a cornerstone of continuous improvement. Sharing success stories allows departments to learn from one another. For instance, if a marketing team leverages AI to personalize customer interactions, leading to a 20% increase in engagement, this success can inspire other departments to adopt similar approaches. Conversely, when outcomes fall short of expectations, such as a chatbot failing to meet customer satisfaction benchmarks, discussing these lessons openly fosters a culture of experimentation and resilience.

One of my most rewarding projects involved a healthcare provider rolling out a Gen AI scheduling tool. The goal was to improve staff allocation and reduce patient wait times. Initial results were mixed: while wait times dropped significantly, some employees felt sidelined by the tool’s lack of flexibility. Transparency became our north star.

We hosted interactive sessions where leadership explained both the tool’s successes and its shortcomings. They also invited employees to provide feedback and propose adjustments. For example, nurses suggested additional variables—like last-minute emergency appointments—for which the Gen AI tools hadn’t accounted. Incorporating this input not only improved the tool but also demonstrated that employee voices were integral to the process.

This openness inspired a shift in perception. What began as a divisive initiative evolved into a collaborative effort, where employees viewed challenges as stepping stones to better outcomes.

Building Trust Through Inclusive Communication

Trust is the bedrock of any successful transformation, and transparent communication is its foundation. Employees need to feel that they are partners in the organization’s journey with Gen AI, not merely bystanders. By openly sharing milestones, celebrating successes, and acknowledging challenges, leaders can create a sense of shared ownership that motivates employees to actively engage with the initiative.

For instance, a fintech company I consulted for was automating its fraud detection process using machine learning. To build trust, we organized quarterly updates that combined data-driven results—like a 30% reduction in fraudulent transactions—with human stories. Employees in customer service shared how the tool made it easier to reassure affected customers, turning a stressful task into a smoother process.

Involving employees in milestone celebrations also played a key role. At the one-year mark, the company hosted a town hall to recognize the teams that supported the AI rollout. The celebration was not just about the tool’s success but also about the collective effort behind it. This inclusive approach reinforced the message that AI adoption was not about replacing employees but enabling them to thrive in their roles.

Conclusion

Transparency in communicating Gen AI project milestones and outcomes is more than a best practice—it is a strategic imperative. It builds trust, reduces resistance, addresses risks, and fosters a sense of shared purpose. By openly sharing both successes and challenges, organizations can create a culture where employees feel engaged and confident in the AI journey. When employees understand how milestones connect to broader strategic goals and see their roles as vital to achieving them, they become champions of change rather than skeptics.

In the end, Gen AI integration is not just about technology—it’s about people. Leaders who prioritize transparent communication will find themselves at the helm of an engaged, motivated workforce, ready to navigate the complexities of transformation and embrace the opportunities it brings.

Key Take-Away

Transparent communication of Gen AI milestones and outcomes builds trust, engagement, and shared purpose, turning challenges into lessons and employees into champions of change. This is the essence of AI truths… >Click to tweet

Image credit: Ketut Subiyanto/pexels

Originally published in Disaster Avoidance Experts

Dr. Gleb Tsipursky was named “Office Whisperer” by The New York Times for helping leaders overcome frustrations with Generative AI. He serves as the CEO of the future-of-work consultancy Disaster Avoidance Experts. Dr. Gleb wrote seven best-selling books, and his two most recent ones areReturning to the Office and Leading Hybrid and Remote Teams and ChatGPT for Leaders and Content Creators: Unlocking the Potential of Generative AI. His cutting-edge thought leadership was featured in over 650 articles and 550 interviews in Harvard Business Review,Inc. Magazine,USA Today,CBS News,Fox News,Time,Business Insider,Fortune,The New York Times, and elsewhere. His writing was translated into Chinese, Spanish, Russian, Polish, Korean, French, Vietnamese, German, and other languages. His expertise comes from over 20 years of consulting, coaching, and speaking and training for Fortune 500 companies from Aflac to Xerox. It also comes from over 15 years in academia as a behavioral scientist, with 8 years as a lecturer at UNC-Chapel Hill and 7 years as a professor at Ohio State. A proud Ukrainian American, Dr. Gleb lives in Columbus, Ohio.

Business, Finance and Religion

About Dr. Gleb Tsipursky

Known as the Disaster Avoidance Expert, Dr. Gleb Tsipursky is on a mission to protect leaders from dangerous judgment errors known as cognitive biases, which devastate bottom lines and bring down high-flying careers. His expertise and passion is developing the most effective and profitable decision-making strategies, based on pragmatic business experience and cutting-edge behavioral economics and cognitive neuroscience, to empower leaders to avoid business disasters and maximize their bottom lines. You can learn more here https://disasteravoidanceexperts.com/glebtsipursky/ The bestselling author of several books, Dr. Tsipursky is best known for his national bestseller on avoiding disasters and achieving success in business and other life areas, The Truth Seeker’s Handbook: A Science-Based Guide. His next book, Never Go With Your Gut: How Pioneering Leaders Make the Best Decisions and Avoid Business Disasters, is forthcoming with Career Press in November 2019. It’s the first book to focus on cognitive biases in business leadership and reveal how leaders can overcome these dangerous judgment errors effectively. After that he’s publishing The Blindspots Between Us: How to Overcome Unconscious Cognitive Bias and Build Better Relationships with New Harbinger in April 2020, the first book to focus on cognitive biases in professional and personal relationships and illustrate how we can defeat these dangerous judgment errors in our relationships. See more information here https://disasteravoidanceexperts.com/author-page/ Dr. Tsipursky’s cutting-edge thought leadership was featured in over 400 articles he published and over 350 interviews he gave to popular venues that include Fast Company, CBS News, Time, Scientific American, Psychology Today, The Conversation, Business Insider, Government Executive, The Chronicle of Philanthropy, Inc. Magazine, and many others, as you can see here https://disasteravoidanceexperts.com/media/ Dr. Tsipursky's expertise comes from over 20 years of consulting, coaching, speaking, and training for businesses and nonprofits. He serves as the CEO of the boutique consulting, coaching, and training firm Disaster Avoidance Experts, which uses a proprietary methodology based on groundbreaking research to help leaders and organizations maximize their bottom lines by addressing potential threats, seizing unexpected opportunities, and resolving persistent personnel problems. His clients include Aflac, Balance Employment Assistance Provider, Edison Welding Institute, Fifth Third Bank, Honda, IBM, International Coaches Federation, Ohio Hospitals Association, National Association of Women Business Owners, Sentinel Real Estate, The Society for Human Resource Management, RealManage, The Columbus Foundation, Vistage, Wells Fargo, the World Wildlife Fund, and over a hundred others who achieve outstanding client results. You can learn more about that here: https://disasteravoidanceexperts.com/about Dr. Tsipursky also has a strong research and teaching background in behavioral economics and cognitive neuroscience with over 15 years in academia, including 7 years as a professor at the Ohio State University and before that a Fellow at the University of North Carolina-Chapel Hill. His dozens of peer-reviewed academic publications include journals such as Behavior and Social Issues, Journal of Social and Political Psychology, and International Journal of Existential Psychology and Psychotherapy. His civic service includes over 4 years as the Chair of the Board of Directors of Intentional Insights, an educational nonprofit advocating for research-based decision-making in all life areas. He also co-founded the Pro-Truth Pledge, a civic project to promote truthfulness and integrity for individual professionals and leaders in the same way that the Better Business Bureau serves as a commitment for businesses. He serves on the Advisory Board of Canonical Debate Lab and Planet Purpose, and is on the Editorial Board of the peer-reviewed journal Behavior and Social Issues. A highly in-demand international speaker, Dr. Tsipursky has over two decades of professional speaking experience across North America, Europe, and Australia. He gets top marks from audiences for his highly facilitative, interactive, and humor-filled speaking style and the way he thoroughly customizes speeches for diverse audiences. Meeting planners describe Dr. Tsipursky as "very relatable," as "a snap to work with," and as someone who "does everything that you would want a speaker to do." Drawing on best practices in adult learning, his programs address the wide spectrum of diverse learning styles, as attested by enthusiastic client testimonials and references. He regularly shares the stage with prominent leaders, for example recently speaking on a roundtable panel with the President of the European Commission Ursula von der Leyen, Secretary General of the International Federation of Red Cross and Red Crescent Societies Elhadj As Sy, Chancellor of Austria Brigitte Bierlein, CEO of Penguin Random House Markus Dohle, and billionaire philanthropist and Chair of the Bertelsmann Management Company Liz Mohn. You can learn more about his speaking and see videos here: https://disasteravoidanceexperts.com/speaking/ Dr. Tsipursky earned his PhD in the History of Behavioral Science at the University of North Carolina at Chapel Hill in 2011, his M.A. at Harvard University in 2004, and his B.A. at New York University in 2002. He lives in and travels from Columbus, OH. In his free time, he enjoys tennis, hiking, and playing with his two cats, and most importantly, he makes sure to spend abundant quality time with his wife to avoid disasters in his personal life. Learn more about him at https://DisasterAvoidanceExperts.com/GlebTsipursky, contact him at Gleb[at]DisasterAvoidanceExperts[dot]com, follow him on Instagram @dr_gleb_tsipursky and Twitter @gleb_tsipursky. Most importantly, help yourself avoid disasters and maximize success, and get a free copy of the “Assessment on Dangerous Judgment Errors in the Workplace,” by signing up for his free Wise Decision Maker Course at https:// DisasterAvoidanceExperts.com/Subscribe You can read more about the author here.

Previous Post

April 23, 2026

Microlearning Offers A Flexible Approach to Gen AI Education

Next Post

May 5, 2026 Cross-Functional Collaboration Drives Gen AI Excellence

Who was the high priest when Jesus was crucified?

Select your answer to see how you score.

Nicodemus Caiaphas Annas Gamaliel