It’s no surprise that AI has taken center stage in nearly every conversation lately—from boardrooms to team chats. 

But there’s a quiet undercurrent emerging that not enough leaders are acknowledging: People are tired. Not of the possibilities, but of the pace in our world right now on so many levels. And I’m starting to see this as it relates to AI.

I’m calling it AI fatigue—and it’s real.

Behind the curiosity and hype, there is also confusion, uncertainty, and a sense of being left behind while everything speeds ahead. If we are not careful, we risk increased disengagement at a time when we need our teams more than ever.

What your people need now is what has come up consistently over a decade of my work with culture—trust.

This moment isn’t just about technology. It is so often about the foundation of trust, or lack of it! Because the reality is: trust doesn’t move at the speed of AI.

People aren’t looking for another tool—they’re looking for:
  • Clarity, not complexity
  • Purpose, not productivity for productivity’s sake
  • Inclusion, not top-down decisions about tools they’ll be expected to use

As leaders, it’s our job to bring AI into the organization in a way that aligns with our values and engages our people. It should not be perceived as a threat but rather a reward, something to look forward to implementing. Otherwise, the very tools meant to make us more effective can end up driving disconnection.

My late mentor, Judith Glaser, the founder of the Conversational Intelligence™ body of work often said: Everything happens through conversations.

As a leader, you don’t need to have all the answers. In fact, that is often what gets in the way. What builds momentum is creating space for honest conversations.

Here are some great questions that can get the discussion going:
  • How could AI actually help us focus on the work that matters?
  • What concerns do we need to address—openly and without judgment?
  • Where are the opportunities to support, not replace, human strengths?

When people feel heard, the fear starts to lift. And when they see a future that they are part of shaping, excitement and energy return. Engagement rises. And most importantly, trust grows.

You don’t need to slow down your AI strategy—but you do need to ground it in culture. This is where the real opportunity lies: using this moment to strengthen connection, not erode it.

If you’re thinking about how to do that in your organization—how to get buy-in without burnout—I’d love to support you. This is the work I do with leadership teams through strategy sessions and briefings designed to create alignment, clarity, and confidence.

Because when we lead with trust, and our values and purpose are aligned, the technology follows in a way that serves us rather than disempowers us.

How are you choosing to lead through this paradigm shift?