Artificial intelligence is transforming workplaces at a rapid pace. Companies are investing in new tools, training employees, and hiring candidates with “AI skills” on their resumes. Yet many organizations are still asking the same question: why are we not seeing results?
Like all facets of work, AI adoption is not just about technical skills, it's about people.
The skills fallacy holding back AI readiness
Many organizations believe the solution is to hire or train for AI skills. At first, this seems logical. But there is a major problem. Technical skills become outdated quickly and most are too narrow to apply across different roles. Knowing how to use AI does not guarantee employees will actually want to use it.
This mistaken belief is known as the skills fallacy. It assumes that technical knowledge alone predicts success with new technology. Research shows the opposite. People’s behaviors, motivations, and mindsets determine whether they adopt AI, persist through challenges, and create measurable value over time. We call these durable skills, and they're much more predictive of long-term success than technical skills.
What really drives AI adoption
Successful AI adoption depends on behavioral readiness, not just technical expertise. In other words, success comes down to who your people are, not only what they know. Studies show that traits such as openness, resilience, and curiosity are critical. Cultural factors matter as well. Adoption grows when leaders normalize AI use and shrink the stigma employees may feel when experimenting with new tools.
Plum translates these insights into measurable Talents. These Talents are durable strengths that apply across roles and have a direct impact on AI implementation.
The four phases of AI adoption
AI adoption does not happen in a single moment. It is a journey that unfolds in four distinct phases, each requiring different Talents:
1. Adoption: Will they try AI?
Curiosity, confidence, and initiative drive people to experiment, even when outcomes are uncertain.
2.Engagement: Will they stick with it?
Persistence and accountability ensure employees continue learning and applying AI after the first attempt.
3. Impact: Will they use AI responsibly?
Judgment and responsibility keep AI use ethical and aligned with governance policies.
4. Diffusion: Will they encourage others?
Influence and persuasion help spread adoption across teams and overcome resistance.
When companies understand who has these Talents, they can identify early adopters, support employees who need more guidance, and empower leaders to act as champions. This is what accelerates successful adoption.
The Talents that matter most to be AI ready
Plum research highlights six Talents that make the biggest difference in AI adoption and implementation:
- Innovation – Curiosity and creativity to explore new use cases
- Execution – Persistence to turn pilots into repeatable workflows
- Persuasion – Influence to build buy-in and overcome resistance
- Adaptation – Resilience to stay steady when things change
- Teamwork – Collaboration to integrate AI into team processes
- Decision Making – Judgment to ensure responsible and ethical use
Together, these Talents ensure AI is not just tested but integrated, scaled, and trusted across the business.
Why soft skills last longer than technical skills
Unlike technical skills that expire as tools evolve, soft skills are durable. Curiosity ensures employees will always look for new opportunities to experiment. Persistence helps people push through setbacks. Strong judgment allows them to balance innovation with responsibility. Organizations that focus on Talents see faster and more sustainable AI adoption. They are not simply chasing today’s skills. They are building an AI-ready culture.
How to build an AI-ready organization
Here are practical ways to apply this people-first approach:
- In hiring: Evaluate candidates for Talents such as Innovation, Execution, and Persuasion instead of only looking for AI certifications.
- In development: Strengthen persistence, resilience, and accountability to help employees stay engaged.
- In leadership: Grow leaders who can normalize AI use, influence others, and reduce resistance.
- In culture: Embed adoption behaviors into company values so employees see AI as an opportunity instead of a threat.
Organizations that take this approach avoid the risks of chasing short-lived skills. Instead, they gain a workforce that is future-proof, resilient, and ready to grow with AI.
It's the people
AI tools will continue to change. What stays constant is people. Companies that succeed with AI will not rely on technical skills alone. They will invest in the Talents that predict adoption and impact: Innovation, Execution, Persuasion, Adaptation, Teamwork, and Decision Making.
Plum makes it possible to measure these Talents, apply them across hiring and development, and build a workforce that is not just AI-using but truly AI-ready. Want to know if your workforce is ready for AI adoption?
Up your company's AI readiness game with Plum for Hiring and Plum for Employee Development.