
Why AI Consultants Fail But Mine Succeed
Most AI consultants create demos teams never use because they ignore the human side. I get in the trenches, mentor teams through adoption, and design workflows that feel natural.
Most AI consultants create demos teams never use because they ignore the human side. I get in the trenches, mentor teams through adoption, and design workflows that feel natural.
Most AI projects crash because companies obsess over tech instead of understanding their teams. After 30+ years in the field, I’ve learned the secret isn’t better algorithms.
I used to think manipulation was just for toxic people. Wrong. Every leader, manager, and parent manipulates. The real question: are you aware of it? Most aren’t.
Consultant learned that dumping AI tools and leaving doesn’t work – teams abandon them within weeks. Now uses player-coach approach, mentoring teams through the whole process to build workflows that actually fit how businesses operate.
Ever tell someone “just think positive” when they’re struggling? Turns out that’s making things worse. Forced positivity damages relationships and kills real communication.
After 30 years building software, I learned brilliant AI solutions fail when teams won’t use them. I switched to working alongside developers, teaching while building, which gets teams actually using AI to save 25+ hours weekly.
AI fails when built by coders who ignore human psychology. After 30+ years, I learned successful automation amplifies people, not replaces them. My backwards approach starts with studying how teams actually work, creating systems people embrace instead of abandon.
Ever been stuck mediating between two people you care about while everyone talks past each other? I developed a 4-step framework that actually works when traditional advice fails.
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Boardroom bulldozers are losing to leaders who master cognitive empathy. They understand motivations without emotional hijacking, turning adversarial negotiations into collaborative solutions.
Leaders think they’re empathetic, but their teams disagree. This “empathy gap” kills workplace culture. Learn the difference between cognitive and emotional empathy.
Most leaders think empathy means absorbing everyone’s emotions – that’s burnout waiting to happen. Cognitive empathy lets you understand without drowning in feelings.
A team member’s parting shot made me realize I was blind to what my people actually faced. Learning cognitive empathy didn’t just improve communication – it dropped my stress and boosted results.
Most leaders miss this: while you’re focused on your position, they have their own pressures driving their decisions. Learn cognitive empathy to see the whole board.
Discover how shifting from “who’s right” to understanding transforms conflicts. When we observe without judging, even long-standing disputes can resolve in minutes.
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