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AI is changing how work gets done, and organizations are investing heavily in the technology to make that change possible. However, implementing new technology is only part of the investment. Organizations also need to invest in preparing people for the change.


That requires more than training employees how to use a new tool. People need to understand why the organization is changing, what it means for their work and how they will be supported as they learn new ways of doing things.

And they are looking to leaders for those answers.


Everything sends a signal

During change, employees listen to what leaders say and watch what they do. When those signals don't align, people tend to believe what they see.

Consider what happens when:

These disconnects aren't necessarily intentional. Leaders are balancing competing priorities and often making decisions without complete information. Employees can only interpret the signals available to them.

Invest in the people making change happen

Technology can be purchased and deployed. Adoption is different.

People need time to learn, opportunities to experiment and enough psychological safety to ask questions or admit when they don't understand something. They also need clarity about what is changing and what isn't.



That makes preparing people for change a business investment, not simply a communications exercise.

A FLR-ISH Approach

Integrating FLR-ISH is culture defining not a flavor of the month for it to be embraced organization-wide for the long-term.

For leaders, start with three questions:

• What am I asking people to do differently?
• What am I doing to prepare them to do it?
• Do my words, decisions and actions reinforce the same message?

Leaders don't need to have every answer about where AI will take their organization. Instead people do need clarity about where you're going, why it matters and how they fit into that future.



Invest in the technology and invest in the people who will determine whether it succeeds.

* * *

When people ask me,

“How was the American Psychological Association inaugural Flourish Summit?”

my response is simple:

SPECTACULAR
The event left me inspired, and most importantly, ready to keep learning and contributing to leaders FLOURISHING.

I’m a lifelong learner, and I’m always encouraging others to stay curious, try something new and keep growing. This time, I decided to take my own advice. I needed something different, and the Flourish Summit turned out to be more than I could have imagined, both personally and professionally.

I came home with new ideas, new connections and a lot to think about. Here are a few highlights I wanted to share.

He challenged a room filled with founders, CEOs, board members, investors, organizational performance leaders, psychologists and executive coaches to consider two important questions:

• How do leaders build organizations that can perform, adapt and flourish amid accelerating complexity?
• Why does this moment require a different kind of leadership?

Tucker calls his approach DO DIFFERENT THINGS DIFFERENTLY™, and that idea stayed with me.

For more than 30 years, the Greene & Associates team has worked alongside C-suite leaders across industries. Throughout that time, we have believed that an organization’s ability to perform depends on its people and that psychological capacity is a necessity, not simply a benefit.

The Flourish Summit reinforced that belief. It brought together an extraordinary group of people to explore how psychological science can help us tackle real-world challenges, make better decisions, build resilience and strengthen performance.

I left energized, inspired and, most importantly, ready to keep learning.



And at Greene & Associates, we’ll continue challenging ourselves and the leaders we work with to do just that: Flourish. FLR-ISH.

No matter how you spell it, flourishing is about meeting and overcoming challenges as people leaders by being willing to do things differently. Doing things differently is often where growth begins.

* * *

REMIX Your Learning This October!

LEAPS: The Remix 2026 is bringing together talent development, learning, and HR professionals for a dynamic day of fresh ideas and insights, practical learning, and meaningful connections. Join us on October 9 at the Whitley Event Center in San Antonio to build new skills, explore the latest industry trends, and learn from industry experts.


With this year’s Remix theme, attendees can expect an engaging and energizing experience designed to inspire new thinking and real-world application.

Barbara A. F. Greene & Lyka Ferry will be teaming up for a presentation on,

“Co-Mentoring Across Generations:

Two-Way Learning for the Next Era of Leadership”

August's Survey Results

As your organization heads into the fall, what's the hardest thing to let go of?
Knowing every answer - 54.55% | Feeling 100% certain before taking action - 27.27%
Trying to figure it out alone - 18.18%

Thank you again for being part of this month's conversation.
We look forward to continuing to build stronger leaders –
and stronger organizations – together.

For more than 30 years, Greene and Associates, Inc. has partnered with organizations of all sizes and industry to provide expert support and guidance for their human capital initiatives. Let us help you take care of your entire workforce.

Flourish/FLR-ISH Consulting | Executive Coaching | Career Transition & Management | Leadership Development |Succession Planning | Retirement Readiness & Planning | Corporate Mentoring | Retreat Consultation | Workshop Design & Facilitation