Just spoke to the Head of AI at a huge company. The #1# thing they're struggling with is... what do I do with the AI laggards at our company? Like most companies, they’ve found that a Super Pareto Principle is true within their org. 10% of their employees are responsible for 90% of the uplift in productivity/token usage from software engineering to non-technical knowledge work. They’ve spent a lot of time & resources on AI enablement from LLM foundations to function-specific trainings and skill building. And yet, the power law of productivity increases hasn’t budged. So now they’re left with a few sobering thoughts and hard questions: 1) 90% of people are overpaid and 10% are underpaid 2) We’d be better off allocating tokens proportionally to the power law, but how do we do that without killing culture? 3) Significant layoffs are likely warranted and wouldn’t impact overall output, but cultural backlash is a big concern? 4) How do we hire more power law people as a non technology company? 5) Is all of our efforts on training and enablement ACTUALLY worth it? 6) How do we not experience a brain drain where the top 10% all leave because they want to be surrounded by other AI-native 10x’ers?