Let’s get something straight: no one’s doubting that AI is powerful. It’s fast, it’s flashy, and it’s already everywhere.
But if we’re being honest? Most organizations are racing to integrate AI without answering the only question that matters: Do people trust it?
That’s not a software problem. It’s a leadership problem.
Even though 66% of employees are already using AI at work, only 41% trust how their company is implementing it. The gap between adoption and trust is widening, and if we don’t treat it as the real risk, it’s not just your AI tools that will fail. It’s your culture.
This is the premise behind the Trust-First AI Playbook from OpenSesame. And yes, it’s technically built for HR and L&D leaders, but make no mistake: this is required reading for anyone shaping how AI shows up at work.
Why trust is the new tech stack
We’ve been told that responsible AI adoption is about tools, guardrails, and governance. And sure, those matter. But what’s getting missed in boardrooms and team huddles alike is this:
The difference between “AI that sticks” and “AI that stalls” is trust.
Not early access. Not automation dashboards. Not a 7-part video series with cinematic piano music and slow B-roll of someone staring at a screen.
Just …. trust. And here’s the hard part: you can’t buy trust. You build it with intentional pilots, transparent messaging, and clear roles across HR, IT, legal, and leadership.
What happens when trust gets ignored?
Resistance. Confusion. Burnout. Shadow adoption.
We’re already seeing it.
People are using AI without oversight. Leaders promote AI in theory but silently ban it in practice. Teams are reluctant to admit they don’t understand the technology because everyone else is nodding as if it’s fine.
That’s not a maturity curve. That’s a recipe for chaos.
According to the playbook, trust-lag leads to risk creep: more errors, lower engagement, and ultimately, failed implementation, not because the tools don’t work, but because the people don’t believe in them.
The trust-first approach
The playbook makes the case for a new kind of AI strategy, one where trust isn’t a nice-to-have but the foundation.
Here’s what that looks like in practice:
1. Start with a pilot, but make it transparent
Small, low-risk, high-impact. That’s the formula. But don’t just launch a pilot, frame it. Tell people what you’re doing, why it matters, and how you’ll measure success.
Real trust starts before the first prompt is typed.
2. Design for trust, not just functionality
Choose use cases that save time, reduce manual tasks, and build confidence. Drafting onboarding emails, curating learning paths, and summarizing surveys aren’t just useful; they’re confidence-builders.
The goal isn’t to impress. It’s to empower.
3. Create a 30/60/90 Roadmap That Centers Communication
AI adoption is not a tech rollout. It’s a culture shift. Use a staged approach:
- First 30 days: clarity and alignment
- Next 30: manager engagement, early wins
- Final 30: storytelling and scale-up
Spoiler: None of this works if leadership vanishes after the kickoff email.
This isn’t just a toolkit. It’s a wake-up call.
For L&D and HR, the role has changed.
You’re no longer responsible for “training.” You’re responsible for confidence. Communication. Capability. Culture. You are the connective tissue between adoption and understanding.
The org doesn’t need you to be the AI expert. It needs you to be the trust expert.
You don’t need to know the difference between generative transformers and neural embeddings. You need to know whether people feel safe enough to ask a question about them.
The ROI Is real, if you measure what matters
OpenSesame’s playbook offers real data from pilot programs:
- 85% of managers completed AI-related tasks
- 60% reported time savings
- 40% reported a boost in confidence using AI
But the real value wasn’t just efficiency. It was trust. Because when people feel informed, supported, and not set up to fail, they lean in. They don’t just comply, they engage.
The future of AI in learning isn’t about AI
It’s about who people trust to guide them through it.
This playbook doesn’t just help organizations adopt AI responsibly; it helps them lead with empathy, clarity, and strategic alignment. It offers frameworks, messaging templates, governance models, and rollout plans, all designed to make AI adoption human-first.
Because we’re not building tools.
We’re building trust.
And the latter is a lot harder to automate.
This isn’t fluff. It’s a field guide.
If you’re serious about navigating AI in a way that doesn’t derail your team or your reputation, start here.
About the author
Liza Mucheru Wisner is an award-winning talent development expert, author, keynote speaker, and globally recognized leader in AI, automation, and workplace culture. She curates transformative learning experiences that fuse human insight with intelligent automation – preparing organizations for the next era of work. Liza’s work has earned global recognition, including multiple SHRM Excellence Awards, and her voice has been featured across stages, media platforms, and boardrooms.