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Talk to Anxious Teams About AI

Source: hbr.org

TL;DR

Morra Aarons-Mele advises leaders on addressing employee anxiety over AI's uncertain impact on jobs and work.
Key steps include naming fears openly, creating safe spaces for emotional talks, committing to action like skill-building, and keeping dialogue ongoing.
Honest conversations build trust and resilience, helping teams adapt without false promises of certainty.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)[[2]](https://hbr.org/tip/2026/01/lead-your-team-through-ai-anxiety)

The story at a glance

Morra Aarons-Mele, a workplace mental health consultant and HBR contributor, argues that leaders should tackle team anxiety about AI through honest, ongoing conversations rather than assurances of certainty. The article, published January 20, 2026, responds to rising workplace fears as AI adoption accelerates. It draws on her expertise from The Anxious Achiever and provides practical steps adapted in later HBR tips.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)[[3]](https://hbr.org/2026/01/your-team-is-anxious-about-ai-heres-how-to-talk-to-them-about-it)

Key points

Many employees worry AI will affect their careers, but leaders can't eliminate uncertainty; instead, offer honesty, empathy, and clarity.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)
Name the fear: Normalize anxiety by sharing your own doubts, model courage through action, and help the team feel seen to build trust.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)
Create space for emotional conversations: Use a "container" with ground rules for judgment-free talks on AI's impact, acknowledging emotions and diverse views.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)
Commit to action: Follow talk with steps like training sessions or early warnings on job risks, showing proactive support.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)
Keep the dialogue going: AI anxiety requires repeated, transparent check-ins to foster resilience and purpose.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)
Leaders rushing AI implementation without addressing feelings let anxiety grow; frame anxiety as normal, not resistance.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)

Details and context

These steps come from HBR tips explicitly adapted from Aarons-Mele's article, reflecting its core framework for leaders navigating AI change.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai) The advice emphasizes psychological safety, building on her work reframing anxiety as a leadership strength rather than a barrier.

AI's rapid pace creates unknowns that echo past tech shifts, but today's focus is on emotional intelligence to maintain productivity.

No specific data or examples are detailed in accessible adaptations, but the approach prioritizes human connection amid tech disruption.

Key quotes

"We can only move through anxiety about AI when we accept its presence."[[4]](https://x.com/HarvardBiz/status/2013825633361543447) — HBR, summarizing the article.

Why it matters

AI's integration is reshaping jobs and workflows, amplifying widespread anxiety that can stall adoption and morale if ignored.

Leaders and managers gain tools to sustain team trust and output by prioritizing empathy over quick fixes, while employees get space to voice fears productively.

Watch for ongoing HBR follow-ups or Aarons-Mele's podcast episodes, as AI tools evolve and new workforce surveys emerge.[[1]](https://hbr.org/2026/03/our-favorite-management-tips-on-leading-with-ai)