TBM 417: Before You Fire All Your Glue People Because of AI

Key Takeaways

• AI can automate visible tasks but not underlying judgment
• Replacing glue roles often removes critical coordination and trust
• Use AI where friction is the main barrier, not for relational work
• Evaluate behavior via capability, opportunity, motivation before automating
• Misapplied AI creates structural gaps and wasted artifacts

Pulse Analysis

Artificial intelligence is reshaping workplace productivity, but its promise is often overstated when it comes to the "glue" functions that hold teams together. These roles—project managers, knowledge curators, informal facilitators—perform tasks that appear routine, such as updating documents or drafting release notes. In reality, they embed judgment, political savvy, and relational capital that AI cannot replicate. Companies that replace these individuals with generative tools risk losing the tacit knowledge and trust that turn a simple memo into actionable insight. Understanding this distinction is the first step toward responsible AI adoption.

A practical framework for evaluating AI suitability involves three lenses: capability, opportunity, and motivation. If a task is well‑defined, widely practiced, and primarily hindered by time or clunky tools, AI can dramatically reduce friction—think automated risk‑log cross‑referencing or personalized release‑note generation. However, when the work relies on nuanced interpretation, social legitimacy, or incentives that are not aligned with the output, AI merely produces a polished artifact that no one will act upon. Organizations should ask: Do employees know how to perform the behavior? Does the workflow actually consume the output? Are people motivated to engage with it beyond the cost of production?

The strategic implication is clear: AI should augment, not replace, the human glue that sustains organizational coherence. Leaders must map out the end‑to‑end process, identify where genuine friction exists, and reserve automation for those pockets. Simultaneously, they should reinforce the underlying social and motivational structures—recognition, ownership, and clear standards—that make the glue work effective. By doing so, firms can harness AI’s efficiency gains while preserving the critical human elements that drive alignment, execution, and long‑term resilience.