Workforce adoption briefing
A concise opening frame gives executives the shared language needed for a practical peer exchange.
Friday November 20, 2026 | 1:00 PM-2:30 PM Central
AI Workforce, Talent, and Change Adoption
Cohort: Business EnablementNine executives compare what AI means for employees, managers, skills, resistance, role design, and the talent commitments required for 2027.
90Minutes from 1:00 PM to 2:30 PM Central
08Moderated discussion questions
09Executives in the room
01Invite path into the cohort
Operating format
A working room for leaders making AI adoption real for people.
The session focuses on how AI changes daily work, management expectations, training, resistance, role design, and the talent plan leaders need for next year.
Role redesign discussion
Moderated prompts let each leader compare operating reality, constraints, investment choices, and risk tolerance.
2027 talent readiness
Qualified participants identify which questions merit deeper cohort work, partner discovery, or 2027 summit programming.
The room
Where AI adoption becomes a workforce leadership issue.
The discussion asks how organizations help people use AI responsibly, redesign work around it, and respond honestly to fear, resistance, and capability gaps.
- Audience
- Executives and senior leaders accountable for people, operations, transformation, technology, learning, culture, risk, or workforce planning.
- Access
- Invitation-only, capped at nine executive participants for a moderated exchange rather than broadcast attendance.
- Outcome
- A clearer 2027 workforce adoption agenda that connects AI capability to roles, managers, skills, policies, and change leadership.
Featured lineup
Featured guests, authors, and partners for this conversation.
When a featured registration includes an approved bio photo, it appears here from the live registration profile for this event.
Moderated questions
The questions leaders need to answer before this topic becomes operational.
Each question is designed to expose the people systems required for AI adoption to survive beyond early adopters.
Where are employees actually adopting AI?
Which teams are using AI meaningfully today, which are pretending, which are avoiding it, and why?
Which roles will change first?
Where will AI reshape tasks, judgment, supervision, customer interaction, analysis, content, service, or management work fastest?
What should managers be expected to coach?
How should managers guide AI use, quality review, ethical boundaries, experimentation, and team-level workflow redesign?
How do we respond to fear and resistance?
What concerns are legitimate, what is misinformation, and how should leaders communicate without minimizing disruption?
What skills need to be built internally?
Which prompt, review, data, workflow, judgment, governance, and vendor-management capabilities should become core employee skills?
How should policies shape daily use?
What simple rules help employees know what is allowed, what is risky, when to disclose, and when to ask for help?
How does AI affect hiring and org design?
Which roles, teams, spans of control, job descriptions, career paths, and performance measures should change in 2027?
What workforce commitments belong in the 2027 operating model?
What training, change leadership, communications, manager enablement, and talent investments should executives commit to now?
Run of show
A direct path from framing to executive signal.
The session compresses practical briefing, peer comparison, and next-step qualification into one focused executive hour.
Decision baseline
The moderator frames the topic and names the decisions the room will test together.
Roundtable diagnostic
Each leader contributes live perspective across constraints, tradeoffs, ownership, and adoption reality.
Cohort signal
Participants identify which questions deserve deeper work inside the MOJO AI Summits cohort.
Invitation only
For executives ready to make ai workforce, talent, and change adoption a leadership conversation.
Access is curated by the MOJO AI Summits team. The Nov 20 room is intentionally small so leaders can speak plainly about what is working, what is blocked, and what comes next.