Workplace Stories by RedThread Research

The way organizations think about artificial intelligence (AI) in the workplace has shifted dramatically over the past few years. While early conversations centered on isolated experiments and technological hype, organizations now face the much harder task of integrating AI into the fabric of how work gets done. We welcome Melissa Reeve, author of “Hyper Adaptive: Rewiring the Enterprise to Become AI Native,” to discuss what AI adoption really means for people, processes, and culture. Melissa tackles some tough questions about organizational complexity, shifting operating models, and the critical role of culture and systems thinking in successful AI integration. Listeners will get candid advice on starting small, experimenting with purpose, and preparing for the rewiring ahead. You will want to hear this episode if you are interested in... 03:38 Integrating AI into organizations12:47 AI Native enterprise structure15:51 Dynamic AI governance framework18:58 AI implementation foundations23:56 Process mapping for AI integration29:44 Balancing efficiency and leadership focus37:02 Start small with value streams40:59 Innovative organizational funding models42:14 Starting a skills-focused organization47:03 Digital Twins in Product Testing Navigating the AI Revolution at Work Melissa Reeve’s journey began on the factory floors of Toyota, learning firsthand how small process shifts can drive system-wide change. Building on years of research and influence from Lean, Agile, and DevOps practitioners, Reeve authored a five-stage maturity model she calls hyperadaptive, designed to guide organizations through the incremental steps needed to become truly AI-native. The five stages of Melissa's model: Foundation – Build organizational understanding of AI; create dynamic governance structures and clarify guardrails.  Optimization – Identify and optimize business processes for AI interactions; move beyond basic experimentation.  Agents & Automation – Develop and manage AI agents that execute tasks and processes autonomously.  Rewiring – Shift organizational architecture from rigid hierarchies to flexible, value-stream teams funded and incentivized differently.  Hyperadaptive – Fully sense-and-respond organizations capable of real-time adaptation. Melissa splits these into two main categories: Basecamp (the first three stages, where most companies currently operate) and the Emerging Frontier (rewiring and hyper adaptivity). Why Organizations Struggle with AI Integration According to Melissa, most organizations are stuck because they underestimate the support structures required for successful AI adoption. It’s not just about updating technology, in fact, 70-80% of AI success depends on people, culture, and processes, not algorithms. Companies often rush to deploy AI agents or experiment without a clear North Star, leading to pilot fatigue and an 80% failure rate. Many organizations haven’t even finished laying the foundational groundwork, such as establishing unified governance or mapping work processes. Another common pitfall is the tendency to try everything at once. Pressure for fast results drives teams to bite off too much, resulting in burnout and costly errors. Moving from Experimentation to Purposeful Transformation Playing with AI is not a strategy. While experimentation is necessary, organizations must put bounds on these efforts, know why they're experimenting, what hypothesis they're testing, and what success will look like. One necessary precursor is getting to grips with how your organization actually works. Many leaders lack visibility into workflows, decisions, and skillsets, making process optimization difficult. Reeve suggests collaborative process mapping—sometimes supported by AI tools—to unlock tacit knowledge and identify where AI can augment or reinvent workflows. Organizing Around Value Streams One of the most transformative elements is the shift from function-based silos to cross-functional value stream teams. Melissa draws on examples from Toyota, Zappos, and Unilever—organizations that reimagine workflows, funding mechanisms, and team incentives to deliver value rather than preserve hierarchy. Dynamic budgeting, focused experimentation, and flexible team structures help organizations scale AI success without tearing up everything at once. Culture, Upskilling, and Durable Success AI’s impact will be decided by how well organizations invest in people. Unilever’s Future Fit program exemplifies this approach, aligning reskilling efforts to individual purpose and business needs. It’s not algorithms that set successful organizations apart, but their ability to create cultures and support systems that empower people to adapt, reinvent themselves, and thrive amidst change. Start small, experiment with purpose, invest in support structures, and prepare to rewire not just technology, but how your organization thinks about work itself. AI may be the catalyst, but people, empowered and organized around value, are the key to lasting transformation.  Resources & People Mentioned Hyperadaptive: Rewiring the Enterprise to Become AI-Native  Connect with Melissa Reeve Melissa M. 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