Last month, in a conversation with a group of HR and people leaders, someone said quietly, “Our employees are definitely using AI… but I’m not convinced we’re using it well.”
Heads nodded around the table. People shared how their teams were using tools like ChatGPT, Copilot, and other assistants to polish emails, summarize meetings, and build decks in minutes. The relief is real. The 2024 Microsoft Work Trend Index shows that three out of four knowledge workers now use AI, and “power users” say it helps them focus on what matters most, feel more creative, and actually enjoy work more.
And yet, the same leaders admitted something else: even with AI saving people roughly two to three hours a week, they weren’t sure that time was being reinvested into higher‑value work. Some employees use the time to breathe and protect their wellbeing, which matters deeply; others quietly fill the gap with more of the same busywork.
The big question hanging in the air was simple: if we’re only using AI to make the old way of working slightly faster, aren’t we missing the deeper magic? That question is where generative AI ends and agentic AI, and bolder leadership, begin.
As my mom would always say,
“No basta tener tiempo, hay que saberlo sembrar”
It’s not enough to have time; you have to know how to plant it.
The invitation now is to stop treating AI as a shortcut and start treating those reclaimed hours as seeds for the kind of work, teams, and impact we actually want to grow.
Here’s what this means for you and your organization:
Myth #1: “If people are using AI, we’re already getting the value.”
Why we believe it: Adoption feels like progress. Seeing AI show up in emails, presentations, and chats creates the illusion that transformation is already underway.
Reframe: Usage is not the same as reinvestment. Without clarity on where saved time should go, AI mostly makes the old way of working slightly faster instead of fundamentally better.
Try This: In your next leadership meeting, ask: “When our people save 2–3 hours a week with AI, where do we want that time to go?” Co‑create 3–5 “high‑value reinvestment buckets” (strategy, customer relationships, innovation, skill‑building, wellbeing) and communicate them clearly to your teams.
Myth #2: “AI’s main job is efficiency.”
Why we believe it: Most early use cases focus on speed, shorter emails, faster summaries, quick drafts, and metrics chase “time saved” as the primary outcome.
Reframe: Efficiency is the doorway, not the destination. Studies show AI users save meaningful time. One St. Louis Fed analysis estimates about 5.4% of weekly hours for generative‑AI users, roughly 2.2 hours in a 40‑hour week, and also reports better focus, creativity, and motivation.
Try This: Pick one recurring meeting or process and ask, “If AI handled the repetitive parts, what higher‑value human work could replace it?” Then pilot that shift for 30 days and measure both time saved and impact on quality or relationships.
Myth #3: “Agentic AI will just be ‘more of the same’ automation.”
Why we believe it: Many leaders still see AI as a smarter macro: something that just automates tasks a bit more intelligently.
Reframe: Agentic AI changes the shape of work, not just the speed of tasks. These systems can take initiative, coordinate across tools, and pursue goals over time, which requires new skills, new trust, and new ways of measuring performance.
Try This: Choose one role (for example, project manager or recruiter) and map a “future state” where an AI agent supports that person: What could the agent monitor, nudge, or prepare proactively? Then define what uniquely human judgment and relationship‑building will matter even more in that model.
Bonus Insight: The St. Louis Fed’s work on generative AI suggests that time savings reported by users translate into roughly a 1.1% increase in aggregate productivity, or about a 33% productivity boost in the hours where AI is used, yet many organizations have not built the training, workflows, and trust structures needed to capture this fully. That gap is a leadership opportunity, not just a technology challenge.
Whether you are early in your AI journey or already experimenting, here are a few tools to deepen your practice with prompts you can use in most corporate‑approved environments.
Claude: A conversational AI that is especially strong at reasoning, editing, and brainstorming.
POWER TIP: Ask Claude to role‑play a skeptical stakeholder or HR partner and rehearse how you’ll explain your AI experiments and guardrails.
Perplexity: Great for research, synthesis, and staying on top of fast‑moving AI trends.
POWER TIP: Use Perplexity to compare at least two perspectives (for example, an economist’s view and an HR leader’s view) on the same AI topic and bring that balanced lens into your leadership conversations.
Any approved AI assistant at work (Copilot, chatbot, etc.)
POWER TIP: Once you spot a pattern (for example, repetitive status updates), turn that into a reusable prompt or “mini‑agent” workflow so you are not reinventing your approach every week.
Choose one place where AI is already saving you time: drafting emails, summarizing meetings, or pulling quick research.
This week:
Tiny, intentional shifts like this are how everyday magic compounds.
AI is already here, and your people are already using it.
The next chapter is not just about faster work; it is about more meaningful work powered by generative and agentic AI, and guided by leaders who know how to direct the magic, not just marvel at it.
Hasta la próxima, Abrazos!
Here’s how I can help you and your organization take your leadership and professional growth to the next level:
Speaking: I deliver engaging, high-impact keynotes and workshops on AI-driven leadership, personal branding, career advancement, and transformation. Whether it's a corporate event, leadership summit, or industry conference, I bring practical insights and strategies that empower professionals to thrive in today's rapidly evolving world.
Learning & Development Consulting: I partner with organizations to design and implement learning experiences that drive real impact. From AI-powered career development programs to leadership training tailored for their talent, I help companies advance their workforce and create growth opportunities for high-potential professionals.
