In a recent LinkedIn post, Ben Eubanks examines effective strategies for artificial intelligence (AI) adoption within organizations, particularly focusing on the human resources (HR) sector. Eubanks critiques a passive approach, stating,
Doing nothing is a strategy… But it’s not a very good one. 🤣
He emphasizes that while data on AI adoption is emerging, the most effective methods require proactive and multi-faceted engagement.
Key Strategies for AI Integration
Eubanks highlights three primary strategies that have proven most effective, according to recent data from SHRM and James Atkinson’s team. He argues that a haphazard approach, where employees are left to their own devices without a clear plan, is largely ineffective.
Multi-faceted Training and Workshops
The first and most effective strategy, according to Eubanks, is implementing multiple training sessions and workshops rather than a single introductory session. He elaborates on this point, noting,
MULTIPLE trainings and workshops. Not one session. Not just a single push. Not an hour with “How to use Copilot.” Multiple.
This approach ensures that employees receive ongoing support and opportunities to deepen their understanding and application of AI tools.
Engaging Competitions and Incentives
Secondly, Eubanks points to individual or team competitions as a highly effective method. He describes how one of his clients successfully ran an “AI tournament” to encourage idea submission and collaboration. As Ben Eubanks notes, the goal is to foster a collective effort: “Even if there’s a ‘winner,’ everyone ultimately wins when they’re pulling in the same direction.”
The third strategy involves financial incentives. However, Eubanks advises caution, suggesting that incentives should be tied to the activity of sharing ideas, not necessarily the outcome, to avoid unintended consequences. He warns, “It could be helpful, but just like paying a referral bonus you need to incentivize the activity not the outcome.”
Navigating Implementation Challenges
Beyond specific strategies, Eubanks shares observations from recent client engagements. He stresses the importance of leveraging existing internal talent and managing resistance.
Leveraging Internal Champions and Managing Detractors
Eubanks observes that companies invariably have “champions and big thinkers already.” He advises leaders to actively seek out and utilize the input of these individuals. Conversely, he suggests that significant energy should not be expended on trying to convert those who are resistant or skeptical. As Ben Eubanks puts it, “There will always be detractors, feet-draggers, and general complainers. It’s life. Don’t spend a lot of time/energy trying to convert them.”
The Role of IT and Management Support
A critical factor in successful AI adoption, according to Eubanks, is the support from the IT department. He highlights the frustration that arises when IT becomes a bottleneck. He states,
When IT is the one throttling the opportunities for usage, people will eventually get burnt out waiting for progress. They need real support and vision, not endless reiterations of “we’ll get back to you on that.”
This underscores the need for IT departments to be enablers rather than blockers in AI implementation.
Eubanks concludes by sharing the positive impact his team has had in helping organizations implement AI, noting significant time savings for HR professionals. He reiterates his enthusiasm for conducting these trainings and workshops.
📝 About This Content
This article is based on insights shared by Ben Eubanks on LinkedIn.
📅 Originally posted on August 5, 2026 | View original post on LinkedIn →