Opening Story
At a small behavioral health clinic outside Atlanta, Jasmine, a licensed clinical social worker, noticed that the office was introducing a new artificial intelligence-based patient documentation system. While it promised faster intake and reduced paperwork, Jasmine felt anxious. She had spent over fifteen years working face-to-face with clients and was not confident with emerging technologies. Rather than resist the change, she enrolled in a weekend artificial intelligence literacy course offered through a local nonprofit. Within three weeks, she was navigating the new system with ease and mentoring colleagues on ethical documentation practices using artificial intelligence. She became a bridge between traditional methods and innovative tools, ultimately increasing both her confidence and her impact on client care.
The Changing Landscape of Work
Technology is advancing faster than many teams can adapt across industries, but especially in healthcare, education, and nonprofit sectors. Artificial intelligence is not on the way. It is already here. As of 2025, ninety-three percent (93%) of United States businesses have integrated some form of artificial intelligence, yet only half of their employees have been trained to use it effectively.
According to the World Economic Forum, automation is expected to displace eighty-five million (85M) jobs while creating ninety-seven million (97M) new roles requiring different skills. These changes are not happening in the future. They are happening right now.
In a recent survey conducted by edX, over sixty percent (60%) of workers reported considering upskilling or reskilling to stay competitive in their field. Among those, only four percent (4%) were actively enrolled in training. These numbers underscore the gap between awareness and action.
“The illiterate of the twenty-first century will not be those who cannot read and write, but those who cannot learn, unlearn, and relearn.”
— Alvin Toffler
Anchoring in Mission Before Adopting the Machine
Organizations with deep-rooted missions, whether focused on social responsibility, healing, education, or spiritual care, must lead with purpose before embracing the promise of artificial intelligence. It is essential to begin every technological conversation with the question: How does this advance our mission? Artificial intelligence is not neutral. Its impact depends on how it is designed, who uses it, and what values guide its application. When organizations start with purpose, they are more likely to use artificial intelligence as a tool for service rather than a distraction from it.
What Is Artificial Intelligence Literacy and Why Does It Matter
Artificial intelligence literacy is the ability to understand, interact with, and collaborate alongside artificial intelligence tools in the workplace. For businesses, healthcare, and nonprofit professionals, this can mean using artificial intelligence to create project plans, transcribe notes, manage appointments, automate billing, assess risks, or even personalize learning experiences for clients, patients, or students.
Being artificial intelligence literate does not require a computer science degree. It means having the confidence to work with technology, ask thoughtful questions, evaluate, and, when necessary, challenge artificial intelligence-generated outputs. It also means making ethical decisions about when and how to use automation in the service of your mission.
When employees and independent contractors understand how to use artificial intelligence responsibly, organizations benefit from increased efficiency, reduced burnout, and better outcomes for all.
While artificial intelligence can process data, detect patterns, and execute tasks at extraordinary speed, it cannot replicate the depth of human empathy, moral judgment, or cultural understanding. Likewise, no single human can match the scale or speed of artificial intelligence by analyzing large volumes of information. One does not replace the other. They are designed to work in tandem. Artificial intelligence offers precision and productivity, while humans bring wisdom, ethics, and compassion. Together, they create a more thoughtful, balanced, and impactful approach to service.
Why Upskilling and Reskilling Are No Longer Optional
Upskilling means learning new skills to stay current in your role. Reskilling means acquiring different skills to transition into a new role altogether. Both are essential in a time when job roles are changing faster than ever before.
For example:
- A medical assistant might learn how to use voice recognition tools to update patient records.
- A program coordinator at a nonprofit might master grant tracking software powered by artificial intelligence.
- A school counselor might use artificial intelligence tools to analyze attendance patterns and identify at-risk students.
Reskilling is especially relevant for those whose jobs are being altered or eliminated by automation. Rather than being left behind, they can move into newly created roles that require empathy, strategy, creativity, and decision-making.
According to LinkedIn, seventy percent (70%) of the skills required for current jobs will change by 2030. That means every organization must create a culture of continuous learning to stay relevant, resilient, and aligned with its mission.
The Human Cost of Inaction
The consequences of failing to invest in upskilling are not theoretical. A Gallup poll found that twenty-three percent (23%) of workers fear being left behind by technology. In mission-driven fields, where resources are often stretched thin, failing to reskill can lead to more than job loss. It can result in missed opportunities to serve those who need support the most.
When anxiety rises and learning does not occur, teams fracture. Staff become overwhelmed. Systems break down. Mission impact suffers.
But when organizations make learning part of the culture, employees feel supported and empowered. They become more agile, confident, and engaged.
What Leaders Can Do
Leaders play a central role in shaping the mindset of their teams. Here are specific ways leaders can foster growth and resilience:
- Model Curiosity and Learning: Take part in training programs yourself. Share your journey. Let your team see you embracing change.
- Invest in Tools and Time: Provide access to affordable or free learning opportunities and allocate time in the workweek for skill development.
- Link Learning to Mission: Frame upskilling as an extension of your organizational purpose. Show how technology supports rather than threatens your values.
- Celebrate Learners: Recognize employees and independent contractors who complete training or apply new skills. Make learning visible and rewarding.
What Human Resources (HR) Can Do
HR and people leaders are the architects of culture. They can ensure learning becomes a strategic priority by:
- Conducting a Skills Assessment: Map out current and future skill needs, identify gaps, and tailor learning pathways to fill them.
- Building Inclusive Learning Pathways: Offer resources for all roles and learning styles, including videos, micro courses, coaching, and peer learning groups.
- Promoting Psychological Safety: Create a safe space for staff to admit they do not know something, ask questions, or try new tools without fear of judgment.
- Aligning Training with Career Growth: Connect learning to advancement opportunities, increased pay, broader responsibilities, and a deeper connection to the organization’s mission and meaning.
What Employees and Independent Contractors Can Do
Whether you are on staff or working as an independent professional, you are responsible for your own learning. Your employer can support you in this; however, here is how you can take charge:
- Start Where You Are: Identify one skill that would make your work easier or more impactful, and focus on that.
- Use Available Resources: Explore free platforms such as Coursera, edX, Khan Academy, or company-sponsored learning portals.
- Ask for Support: Speak with your manager or human resources about your learning goals and ask what opportunities exist.
- Apply What You Learn: Put your new skills into action.
- Mentor Others: Share your knowledge and expertise with others. Teach your team, colleagues, family, and networks what you discover.
Building a Culture of Growth and Inclusion
Upskilling and artificial intelligence literacy are not just about tools. They are about people. They are about honoring the contributions of every worker, empowering them to adapt, and creating inclusive environments where innovation thrives.
Small businesses, nonprofits, schools, clinics, and faith-based organizations may not have the budgets of large corporations, but they have something more powerful: community. By encouraging peer learning, sharing knowledge, and celebrating growth, they can build cultures that prepare for the future while honoring the past.
Organizations that lead with compassion and strategy will not only survive the changes ahead. They will thrive.
“Artificial intelligence should never overshadow human intelligence, compassion, or purpose. We thrive when we align technology with truth, and progress with people.”
— Deborah Stallings, MA, SHRM-SCP
Continue the Conversation with Your Team
To help leaders take the next step with confidence and compassion, HR Anew created a free AI Communication and Ethics Toolkit. This downloadable resource includes:
- A ready-to-use conversation guide to help you talk with your team about artificial intelligence in a supportive, values-driven way.
- A practical ethical AI readiness checklist to assess how your current strategy honors your people, culture, and mission.
You can access this free toolkit at:
???? www.hranew.com/free-resources
This is more than a guide. It is a reflection of what leadership looks like when people come first.
Final Thoughts
Jasmine’s story is not an exception. It is a roadmap. It proves that with the proper support, anyone can learn to use artificial intelligence in ways that enhance, not replace their purpose driven work.
The future of work is human. It is collaborative. It is rooted in learning, inclusion, and purpose. If we lead with courage and clarity, we can choose purpose over panic and guide our teams with wisdom and heart into the future of work.
References
Brookings Institution. (2024). The effects of AI on firms and workers. https://www.brookings.edu/articles/the-effects-of-ai-on-firms-and-workers
Business Insider. (2025). FOBO, or fear of becoming obsolete, is the new business buzzword. Here’s what you need to know. https://www.businessinsider.com/fobo-fear-of-becoming-obsolete-new-business-buzzword-davos-wef-2025-1
DataCamp. (2025). State of Data and AI Literacy Report 2025. https://www.datacamp.com/report/data-ai-literacy-report-2025
edX. (2025). Workers consider upskilling due to AI anxiety. https://www.edx.org/resources/workers-consider-upskilling-due-to-ai-anxiety
Gallup. (2025). Technology anxiety in the workplace. https://news.gallup.com
LinkedIn. (2025). Skills of the future and the changing world of work. https://www.linkedin.com/business/talent/blog
Nasdaq. (2025). AI and workforce industry report calls for reskilling and upskilling. https://www.nasdaq.com/press-release/ai-and-workforce-industry-report-calls-reskilling-and-upskilling
Toffler, A. (1970). Future shock. New York, NY: Random House.
World Economic Forum. (2020). The future of jobs report. https://www.weforum.org/reports/the-future-of-jobs-report-2020
About Deborah Stallings
My story begins in public housing in Chicago, where my journey to resilience and resourcefulness began. Later, on my grandparents’ farm in Mississippi, my brother and I, as children, helped our mother, who, despite paralysis, embraced life with purpose, supported by the love of those around her. Through these formative years, I learned the values of faith, perseverance, education, and hard work.
This foundation shaped my approach to servant leadership and fueled my passion for helping businesses and organizations like yours turn HR chaos into calmness. Over the last 26+ years, I have dedicated myself to empowering small business CEOs and leaders to stop worrying about HR and start thriving. With my proven AHIRED Method©, I deliver solutions that save money, give back your time, reduce risk, and build engaged leaders and high-performing teams.
When you collaborate with me, you are not just hiring one person, you are gaining a team of experts and specialists at HR Anew who share my values of wisdom, faith, and excellence. Together, we create transformative results for your business and team.
My Credentials:
- 30+ years of EEO, HR, Recruitment, and Training advocacy
- 20+ years as a resilient Christian educator
- Master’s degree in management and leadership, and a bachelor’s degree in business administration, Notre Dame of Maryland University
- Society for Human Resource Management, Senior Certified Professional (SHRM-SCP)
- Nationally certified WBENC Woman-Owned Small Business (WOSB)
- Aspiring Author
As a visionary leader, speaker, educator, trainer, and human resources expert, I am dedicated to helping organizations optimize their people, processes, and performance. Passionate about equipping businesses, nonprofits, and faith-based organizations with the tools they need to thrive in an ever-evolving market, I have developed innovative strategies that have helped countless organizations achieve sustainable growth by fostering inclusive, high-performing workplaces.
About HR Anew
HR Anew is a premier human resources advisory and educational firm committed to transforming workplaces through strategic EEO and HR solutions, inclusion initiatives, leadership development, and workforce innovation. With a mission to empower organizations to build strong, engaged, high-performing teams, HR Anew provides tailored solutions aligning with organizational goals and driving measurable impact. Whether it is recruitment strategy, compliance, or employee engagement, HR Anew partners with organizations to deliver excellence, speed, and sustainable growth.