{
  "id": 1672002,
  "title": "AI: An agent for change",
  "url": "https://urgent.news/2026/08/18/ai-an-agent-for-change",
  "topic": "ai",
  "section": "AI",
  "published": "2026-08-18T06:33:29.000Z",
  "source": {
    "name": "ITWeb",
    "slug": "itweb",
    "url": "https://www.itweb.co.za/article/ai-an-agent-for-change/KWEBbvyLbkyqmRjO"
  },
  "original_language": "en",
  "account": "The rapid pace of technological advancement, propelled by artificial intelligence (AI), has reached a point where it may seem daunting. Traditional notions of generative AI as mere chat tools are giving way to increasingly sophisticated AI agents. The World Economic Forum predicts that AI could eliminate 92 million jobs globally by 2030, including a large number of entry-level positions. In the United Kingdom, a King's College London study reveals that 69% of workers and 64% of employers are apprehensive about the economic repercussions of AI-driven job losses. In the United States, a Reuters/Ipsos poll found that 53% of Americans fear AI could disrupt their employment or that of someone in their household. The anxiety surrounding AI is particularly pronounced in South African white-collar workplaces. Despite this anxiety, employees are simultaneously embracing AI tools embedded in productivity suites. The challenge for organizations lies not in the technical implementation of AI, but in managing the human side of change. Change management practitioners traditionally have to navigate a difficult emotional curve of shock, denial, frustration, and resistance before employees can become proficient in new systems. AI can act as a 24/7 on-demand tutor, answering questions and providing guidance whenever needed. This technology can transform the implementation lifecycle, making change management practitioners more efficient and enabling them to focus on high-touch, face-to-face engagements where deep emotional resistance may exist. Moreover, AI can help employees learn to trust the technology and adapt to change, becoming a self-service trainer that never tires of answering questions. However, there is a potential catch-22 situation: if users have not used AI effectively before, how can they rely on an AI companion to teach them a new platform? To bridge this literacy gap, leaders can use micro-learning techniques such as quick show-and-tell demos of AI in action, allowing users to gain hands-on experience and build confidence in using AI tools. While AI can assist in change management, it does not replace the need for human interaction and engagement. The empathy, active listening, and leadership skills of human change managers remain crucial. By leveraging AI to offload some of the mechanical aspects of training and content creation, organizations can free up change practitioners to focus on what they do best: helping employees navigate the future.",
  "summary": "Even as the workforce grapples with AI anxiety, that very technology can help solve the issue of traditional IT adoption and change management.",
  "key_points": [],
  "editors_take": null,
  "illustration": null,
  "coverage": {
    "outlets": 1,
    "also_reported_by": []
  },
  "ai_generated": true,
  "disclaimer": "Summaries, key points and the editor’s take are written by software from other outlets’ reporting and may contain errors — always check the linked original."
}