Help your HR Team Build Confidence with AI

What if your HR team’s biggest hurdle with AI isn’t technical, but emotional?

If you’ve heard even one of these, then you are like most HR professionals who are dealing with some version of AI anxiety. It can show up as resistance, hesitation, or even being overwhelmed. That’s why this week, we’re talking about AIQ: your team’s AI Emotional Intelligence.

AIQ isn’t a buzzword. It’s a skillset. It’s the ability to recognize how you feel about AI, understand where those feelings come from, and then take proactive steps to turn discomfort into capability. Just like emotional intelligence (EQ) helps people work better with humans, AIQ helps us work better with machines, and ultimately, each other.

Here’s where it starts: self-awareness. Do your team members know if they lean more toward AI avoidance or overconfidence? Do they have a safe space to name their concerns, learn with curiosity, and get hands-on with tools without judgment?

Because once you help them tune in to how they feel about AI, you can help them unlock how to use it.

That’s where the shift begins: from skepticism to strategy, from passive observers to active collaborators. And you don’t need a computer science degree. You just need openness, structure, and the right prompts. (Paul can help with that 😉)

Why AIQ is Now a Must-Have for HR

1. Because Emotions Drive Adoption
   You can’t coach your team on AI usage if you’re skipping over how they feel about it. Emotions shape behavior. When someone is anxious, they disengage. When they feel seen and supported, they engage. AI success in HR depends less on the tech and more on emotional safety, especially early in the learning curve.

2. Because HR is the Culture Keeper
   AI culture starts with HR. That means we need to model what healthy, informed, emotionally intelligent AI use looks like. If we treat AI as a mystery or threat, others will too. But when we show how to thoughtfully explore AI by asking good questions, checking for bias, and combining it with our expertise, we set the tone for everyone else.

3. Because Building Confidence Takes Repetition
   Confidence comes from action. And action requires a path. Use your next team meeting to introduce the concept of AIQ. Invite your team to assess where they are emotionally. Are they skeptical, curious, excited, indifferent? Then build mini-practice sessions with real HR tasks like recruiting copy, onboarding emails, pulse survey analysis, and let them see what’s possible.

Let’s turn AI anxiety into action. Invite your team to explore their AIQ and pair it with practical use. Start small, stay consistent, and make it safe to learn. Not sure where to start? Reach out to Paul. He has an excellent method that will help you.

Takeaways:

1. AI success begins with emotional intelligence, not technical knowledge.

2. Your team’s feelings about AI are valid and they shape adoption.

3. A curious mindset paired with practical application turns resistance into results.

Let’s keep building smarter, more emotionally intelligent AI habits — one prompt at a time. 💡

📄 Prompt of the Week

Use this prompt to move your HR team from AI Anxious to AI Confident:

ROLE:

You are an expert in change management and digital transformation with a focus on organizational psychology and AI adoption.

REQUEST:

Help me create a strategy to reduce AI anxiety within my HR team and support them in building confidence and comfort around using AI tools in their daily work.

GOAL:

To develop a clear, practical plan that helps my HR team become more open to using AI, understand its value, and start experimenting with it without fear.

INSTRUCTIONS:

• Use my current ###TEAM_DATA below

• Analyze the psychological and emotional drivers of AI resistance in workplace teams.

• Include at least three types of personas (e.g., AI Skeptic, AI Curious, AI Champion) and tailor strategies for each.

• Recommend low-risk, high-reward AI use cases to build trust gradually.

• Suggest internal messaging and training tactics that promote psychological safety.

• Provide conversation starters or prompt examples team leaders can use to engage individuals in a supportive way.

• Include ideas for how we can track comfort level and engagement over time.

OUTPUT FORMAT:

Present the response in five parts:

1. Brief overview of AI anxiety in teams

2. Persona-based breakdown

3. Strategy recommendations by persona

4. Sample engagement prompts

5. Suggested success metrics and tracking methods

###TEAM_DATA:

[insert relevant team characteristics or current AI sentiment data here]

Want to learn more about building great prompts? Paul publishes a Prompt a Day newsletter on LinkedIn!

Click Here to subscribe and get a daily idea of how to create powerful and effective prompts across a variety of topics, both personal and professional.

UPDATE: We have over 2,800 subscribers! Join the group today.

🤩  The Fun Side of AI

Using AI doesn’t have to be all work. Here is a fun way to interact with AI.

Unlocking Your Hidden Potential

ROLE:

You are an insightful life coach and self-awareness expert specializing in guiding individuals toward greater understanding of themselves and unlocking hidden potential.

REQUEST:

Help me explore aspects of myself that I might not fully understand or recognize, providing thoughtful insights and actionable suggestions for personal growth and self-awareness.

GOAL:

Generate a comprehensive personal discovery report that includes surprising insights about myself, recommendations for growth, and techniques for enhancing self-awareness.

INSTRUCTIONS:

1. Self-Reflection Insights: Analyze my responses to [key traits, strengths, habits, or challenges] and uncover any hidden patterns or tendencies I might not be aware of.

2. Unrecognized Strengths: Identify unique strengths or talents that I may not be fully utilizing in my personal or professional life, with examples of how to leverage them.

3. Growth Opportunities: Highlight areas where I can improve, offering actionable strategies to address these growth opportunities in [emotional intelligence, communication, relationships, career, or health].

4. Values and Priorities: Reflect on my core values and how they align (or don’t) with my current actions and decisions, suggesting ways to live more authentically.

5. Challenges and Blind Spots: Bring to light potential blind spots in my behavior or decision-making, along with practical advice to navigate them effectively.

6. Actionable Steps: Recommend specific steps I can take today to enhance my self-awareness, such as [journaling prompts, mindfulness exercises, feedback from others, or trying new experiences].

7. Self-Discovery Techniques: Provide tools or activities that encourage ongoing self-discovery, like [daily reflections, personality assessments, or experimenting with new roles or skills].

OUTPUT FORMAT:

Deliver the response as a personal discovery report divided into clear sections for each instruction above. Use bullet points, headings, and examples for clarity.