How to Enable Enterprise AI Transformation, with Strategy Consultant — with Diane Hare
synopsis
Diane Hare, a strategy and storytelling consultant and the host's new business partner, argues that enterprise AI stalls on people and alignment, not technology. In the arrangement disclosed on air, his consultancy implements and hers handles change enablement. Her answer is to tie AI projects to what leadership already prioritises, and to win adoption through original, inspiring narratives aimed at early adopters. She ends with five rules for change leaders.
The problem. The host opens with CrewAI COO Rob Bailey's line from ODSC East that tech isn't the barrier to multi-agent systems. He doubts the cause is job fear; he thinks it is the difficulty of agreeing what to prioritise when better tooling may arrive in six months. Hare adds that most enterprises lack clean data and skilled practitioners: they want "the Ferrari" without "the highway" of governance and structure.
Prioritising. The host offers RICE scoring (reach times impact times confidence, divided by effort) as more nuanced than ROI alone. Hare notes that only product or data teams have time to score long use-case lists. Their best ideas still fail without senior buy-in and a roadmap in concert with that quarter's enterprise priorities.
Storytelling. Hare says original content sticks while recycled content is tuned out, and that staff retain about 10% of corporate communications. She learned the craft in a three-year Ernst & Young partnership with Simon Sinek. His golden circle runs why, how, what, and she says most enterprises invert it.
Case studies. For upskilling, she builds separate curricula for executives, middle managers and frontline staff, sometimes on interactive platforms built with Ceros. Her own firm permits AI for discovery but not for writing drafts. With lab scientists reluctant to share formulas, she framed the tool as speeding breakthroughs and studied the bench workflow. She also enlisted champions before launch, saying adoption "happens before the tool is ready", and focused on the 18% of early adopters. In a medtech merger of two companies on different stacks and cultures, she says the intangibles, not the technology, decided the integration.
Five tips. Her closing rules are: work top down and bottom up; back bold claims with proof points; inspire rather than only incentivise; focus on the 18%; and accept that leaders go first.
- People and readiness, not technology, block enterprise AI. The host quotes CrewAI's COO Rob Bailey at ODSC East: tech isn't the barrier to multi-agent systems. He places the difficulty in getting an organisation to agree what to prioritise, rather than in fear of job loss. Hare adds that most enterprises lack even clean data and trained practitioners: "we want the Ferrari, but we don't even have the highway."
- Good use cases die without leadership buy-in and enterprise fit. The host ranks ideas by RICE score (reach × impact × confidence ÷ effort). Hare says product or data teams can produce that list, but adoption needs a roadmap that fits what the enterprise prioritises that quarter. Otherwise the project reads as a "foreign, siloed mission". Her sequence is to score, take a top five, then socialise, align and approve, and then assess the enterprise's readiness to change. The two are disclosed business partners: his firm implements and hers handles enablement.
- Original stories cut through corporate noise. Hare says recycled content gets tuned out and employees retain perhaps 10% of corporate communications. She credits a three-year partnership with Simon Sinek at Ernst & Young for her method: his golden circle of why, then how, then what. She argues most enterprises run it backwards, leading with what, "a nail after you have a hammer".
- Adoption is won before the tool ships, with early adopters. In a lab case, scientists resisted putting formulas into a tool that would share their expertise. Hare's answer was to inspire rather than only incentivise, framing the tool around speed to breakthrough, and to observe the lab workflow (gloves, safety rules). She recruited champions early and opened two-way feedback with the tech team. Her closing five tips: top down and bottom up; bold claims backed by proof points; inspire or incentivise; focus on the 18% of early adopters, not naysayers; and lead by going first.
- AI upskilling needs separate curricula by employee type. Hare says executives, middle managers and frontline or manufacturing staff each need their own track. In one offsite, a global HR team had to upskill itself and the wider company. Her own storytelling firm first banned AI for writing; it now allows it for discovery and input, but drafts must come from the writer.