Okay, here’s the deal. If you’re the
smartest person in the room when it
comes to AI and you’re the founder or
your lead or a leader, you’ve already
lost. In 2025, your team should be
teaching you how to work smarter,
faster, and more intelligently with AI.
They’re not. It’s not just a gap in
skills, it’s a failure in culture. I’m
Greg Moran, investor, multi-exit
founder, executive coach to world-class
entrepreneurs, and host of Scaling
Across Borders. And if you’re serious
about building a modern, durable
company, you need to hear this. We’re in
the middle of one of the largest talent
transformation
era since the internet. And here’s the
thing most leaders miss. AI is not just
about tools. It’s about systems. It’s
about velocity. It’s about how fast
intelligence moves through your company.
The best teams, they aren’t waiting for
permission to explore this. They’re
already doing things like automating 50%
of onboarding, QA, and reporting.
They’re designing internal agents that
handle project management. They’re
running entire product experiments
without a single meeting. The average
employee might use Chat GPT, but elite
operators are shipping faster using AI
as a multiplier. And they’re teaching
their CEO how to catch up. That’s the
bar now. And founders, let’s be honest,
most of you are still making decisions
based on org charts, not intelligence
flow. Here’s the test to consider. Are
you managing employees or are you
orchestrating intelligence? Because in
the new game, your leverage as a
founder, as a leader, it doesn’t come
from headcount. It comes from systems
where AI actually is running the
routine. People do the high judgment
work and velocity is compounding daily.
And if no one on your team is pushing
that evolution forward, you don’t have a
team. You have overhead. So here’s five
things every founder should be doing
right now if they want to build a team
for the next decade. Number one, set the
expectation. Every department should be
accountable for showing how they’re
using AI to improve output this quarter.
Number two, reward experimentation.
You want to be thinking about running
internal AI sprints, host demo days,
create internal competitions, make this
cultural.
Number three, you want to be building an
intelligence later layer. Start an
internal knowledge base, tool props,
workflows, wins. Make it searchable.
Make it public. Number four, you want to
hire with AI fluency in mind. You’re not
hiring for roles anymore. You’re hiring
for leverage within a node. Ask what
people built with AI, not just what
they’ve read. Number five, lead by
asking with better questions. You don’t
know, you don’t need to know how to use
every tool, but you do need to ask where
are we still operating manually? What
would this look like if it were
automated? What’s our system for routing
intelligence faster? Here’s the hard
truth. If your team isn’t leading, if
they’re not leading you on AI, they
won’t lead you anywhere worth going. You
don’t need followers. You need
explorers. People who push boundaries,
people who root outcomes, route
outcomes, and aren’t afraid to break old
workflows. Because this moment, this is
the inflection point. Some companies
were going to become 10 times leaner and
faster. The rest are going to drown in
meetings, middle management, manual work
that should have be that should have
been automated months ago. So what are
you building? This is the kind of
conversation we’re having every week
here on scaling across borders. If this
hits you in the gut a little good, it
means you still don’t it means you still
have time to course correct. But if you
ignore it, someone with a smarter,
faster AI native team is going to build
past you quietly, relentlessly, and
you’re not even going to see them
coming. So, want to talk more about this
and how we can help? Reach out to me on
LinkedIn or X, where I’m active daily.
As always, if you found this helpful,
follow us, subscribe so you never miss
any of our content. And we’ll see you
next time on Scaling Across Borders.
