Have you heard of Moltbook? It’s the newest social media network taking the internet by storm but with a twist. It’s designed purely for AI agents to interact with each other, almost like an AI-only version of Reddit. Humans can only watch.

It’s only been out for a few days, yet it’s already attracted thousands of AI agents. It feels like something straight out of science fiction and another reminder of just how fast AI technology is moving.

It’s easy to feel left behind

This speed of change can feel overwhelming. Every week brings a new tool, platform or headline about AI transforming work. Yet despite the noise and hype, most organisations are still experimenting, and few have successfully scaled AI in ways that consistently deliver value.

Research from organisations including McKinsey and IBM shows the biggest barriers to AI adoption aren’t technical—they’re human. Trust, confidence and resistance to change remain the real blockers.

For anyone who has worked in organisational change, that won’t be surprising. As with any transformation, introducing new technology without listening to employees, providing clarity or creating space for dialogue quickly leads to anxiety and mistrust.

I explored this in an article last May, and it feels even more relevant now as AI adoption accelerates.

The value of internal communications in AI adoption

With so many new AI tools and trends emerging, it’s easy to feel pressure to keep up with everything at once. But communicators don’t need to chase every new development.

The real value of internal communication lies in helping people understand and trust change. That means creating clear narratives, enabling dialogue and supporting leaders to introduce AI in ways that feel practical and human.

What do we mean by a people-centred approach?

A people-centred approach starts with understanding where your people are today—measuring colleagues’ knowledge, confidence and readiness rather than assuming everyone starts from the same place.

Taking time to understand where people really are before introducing AI training makes a huge difference. A short, confidential questionnaire that feels practical rather than intrusive can surface real concerns and show where support and communication are most needed.

So what does this mean in practice for internal communication teams supporting AI adoption? 

Here are some practical ways communicators can help organisations introduce AI in ways that bring people with them:

• Create space for listening: Leaders need to create safe, structured ways for colleagues to share questions, concerns and expectations. Listening helps organisations understand how people are experiencing AI and reduces the uncertainty that fuels resistance.
• Support leaders to model vulnerability: Openly acknowledging “I’m learning too” is vital. Internal communication teams play a key role in helping leaders communicate in ways that build psychological safety and signal that no one is expected to be an expert from day one.
• Explain AI in clear language: Clear, plain language helps colleagues understand what AI is, what it can and cannot do, and how to use it safely. Avoid jargon wherever possible and when it’s unavoidable, explain it simply.
• Define what success looks like: Be explicit about what successful AI adoption means for your organisation. Establish practical metrics—for example, how many colleagues are using tools regularly, applying them within workflows or confidently completing AI-supported tasks.
• Spotlight success stories: Studies consistently show people trust “people like me”—and that matters enormously for AI adoption. Celebrating colleague success and sharing real examples helps make change feel practical and achievable.

Ultimately, the real power of AI isn’t in the technology itself, but in how we help our people feel confident and included.