Not sure if your team is ready for AI training? Here’s how to tell

You can’t pause AI. But you can prepare your people. And when you do, they won’t just keep up – they’ll drive what’s next, writes Leanne Shelton.

AI tools are popping up faster than you can say “productivity boost”. One minute, it’s a new meeting assistant; the next, it’s rewriting your team’s emails – whether they’ve asked for help or not.

It’s exciting, yes – but also chaotic. In most workplaces, AI adoption is all over the place. Some team members are secretly experimenting on the side. Others are too afraid to ask what a “prompt” even is. And a few might be using tools in ways that are… let’s just say, risky. When it comes to HR, well, unfortunately, you’re often stuck in the middle, unsure of where to even start or how to balance the various stakeholders.

That’s why AI readiness matters.

As HR leaders, your role isn’t to become AI experts overnight – it’s to create the right conditions for your people to explore and adopt AI responsibly. This means knowing where your team sits on the readiness spectrum, spotting the red flags, and building a plan that’s safe, supportive, and strategic. Because good AI training doesn’t just make your team more efficient – it helps them feel empowered.

What ‘AI readiness’ looks like

AI adoption in the workplace isn’t black and white. It’s more of a sliding scale (with a few curveballs thrown in). The signs are usually there if you know what to look for – and a simple traffic light model can help you figure out where your team stands.

Red light – unprepared and unsure

This is the “shhh… don’t mention AI” zone. Awareness is low, anxiety is high, and if anyone is experimenting, they’re doing it in secret.

Common red flags:

• Hearing crickets whenever the subject of AI comes up in meetings.
• Zero transparency on who’s using what.
• No policies and no guidance.
• Leaders dodging the AI conversation entirely.

At this stage, the team doesn’t need pressure – they need permission. They need space to ask questions without judgement, learn the basics, and feel safe to explore.

Yellow light – in the messy middle

This is the wild west of AI adoption. Some team members are curious and giving it a go. Others are hesitant. But everyone’s doing their own thing – and that’s exactly the problem.

Telltale signs:

• Disjointed usage across teams.
• No clear purpose or strategy.
• Lots of curiosity, but zero direction.
• Leaders quietly watching from the sidelines.

It’s tempting to celebrate the interest in AI – but without structure, this stage is a minefield. Ethical risks, inconsistent quality, and privacy slip-ups are all too common. The good news is, with the right support, you’re not far from alignment.

Green light – confidence is growing

This is where the magic starts. You don’t need a team of AI gurus – just a culture of openness, consistency, and shared direction.

Look for:

• Curiosity that’s encouraged (not just tolerated).
• Clear, live AI policies that actually get read.
• Small wins building real momentum.
• Leaders setting the tone through responsible use.

At this point, AI training stops being a “nice to have” and becomes a force multiplier. You’ve got the foundation – now it’s time to grow skills, sharpen strategy, and get your people flying.

So, the real question is… what gets you to green?

Make AI make sense – one HABIT at a time

Once you’ve identified where your team sits on the AI readiness scale, the next step is moving from awareness to action. The HABITS framework offers a simple but powerful way to embed AI in a way that’s strategic, sustainable, and (most importantly) human-first.

H – Humans: Before diving into tools and tech, address the real emotions in the room – fear, overwhelm, uncertainty. Create space for curiosity, prioritise wellbeing, and remind everyone that AI isn’t here to replace human connection… it’s here to enhance it.

A – AI: Once the fear fog has lifted, bring in the basics. Help your team understand what AI actually is, how it works, and where it can (and can’t) be useful. Keep it practical – think writing support, meeting summaries, and admin automation.

BI – Business Integration: This is where good intentions can go rogue. Don’t jump onboard all the tools because they’re trending. You want thoughtful, responsible integration into your existing workflows – with clear policies, cyber security protocols, and ethical guardrails firmly in place.

TS – Tactical Strategy: Now it’s time to take action. Identify where AI could realistically fit into your team’s day-to-day life. Test low-risk pilots. And map out a longer-term plan that’s aligned with your goals – not just the latest tool drop.

And what does the HABITS framework look like in practice?

• Run a team AI audit – Find out who’s using what, where the gaps are, and where things might be going off track.
• Build training into existing programs – Make it part of your culture, not just a once-off workshop that’s forgotten by Monday.
• Appoint AI champions – These are the people quietly leading the way – using AI thoughtfully and guiding others through the learning curve.
• Create psychological safety – Make it OK to ask “silly” questions. Make it OK to fail. Make it normal to say, “I don’t know yet”.
• Set clear guardrails – Define what good AI use looks like in your organisation and make sure human oversight is always part of the equation.

When your training is built around HABITS – and the humans behind the tools – AI readiness becomes a mindset. A skill set. And a seriously valuable edge.

You don’t train for AI once – you build a culture around it

If AI readiness were just a checkbox, we’d all be done. But real transformation takes mindset, momentum, and a human-first approach.

You don’t need to become an AI expert – but you do need to help your people feel safe, supported, and ready to explore. Pinpoint where your team sits – red, yellow, or green – then use the HABITS framework to guide your next steps. Keep training role-specific, low-risk, and rooted in your company’s values.

You can’t pause AI. But you can prepare your people. And when you do, they won’t just keep up – they’ll drive what’s next.

Leanne Shelton is the author of AI-Human Fusion and chief executive at HumanEdge AI Training.