AI Training: The Great Unknown
December 23, 2025
Another dinobaby post. No AI unless it is an image. This dinobaby is not Grandma Moses, just Grandpa Arnold.
Deloitte used to be an accounting firm. Then the company decided it could so much more. Normal people ask accountants for their opinions. Deloitte, like many other service firms, decided it could just become a general management consulting firm, an information technology company, a conference and event company, and also do the books.
A professional training program for business professionals at a blue chip consulting firm. One person speaks up, but the others keep their thoughts to themselves. How many are updating their LinkedIn profile? How many are wondering if AI will put them out of a job? How many don’t care because the incentives emphasize selling and upselling engagements? Thanks, Venice.ai. Good enough but you are AI and that’s a mark of excellence for some today.
I read an article that suggests a firm like Deloitte is not able to do much of the self assessment and introspection required to make informed decisions that make surprises part of some firms’ standard operating procedure.
This insight appears in “Deloitte’s CTO on a Stunning AI Transformation Stat: Companies Are Spending 93% on Tech and Only 7% on People.” This headline suggests that Deloitte itself is making this error. [Note: This is a wonky link from my feed system. If it disappears, good luck.]
The write up in Fortune Magazine said:
According to Bill Briggs, Deloitte’s chief technology officer, as we move from AI experimentation to impact/value at scale, that fear is driving a lopsided investment strategy where companies are pouring 93% of their AI budget into technology and only 7% into the people expected to use it.
The question that popped into my mind was, “How much money is Deloitte spending relative to smart software on training its staff in AI?” Perhaps the not-so-surprising MBA type “fact” reflects what some Deloitte professionals realize is happening at the esteemed “we can do it in any business discipline” consulting firm?
The explanation is that “the culture, workflow, and training” of a blue chip consulting firm is not extensive. Now with AI finding its way from word processing to looking up a fact, educating employees about AI is given lip service, but is “training” possible. Remember, please, that some consulting firms want those over 55 to depart to retirement. However, what about highly paid experts with being friendly and word smithing their core competencies, can learn how, when, and when not to rely on smart software? Do these “best of the best” from MBA programs have the ability to learn, or are these people situational thinkers; that is, the skill is to be spontaneously helpful, to connect the dots, and reframe what a client tells them so it appears sage-like.
The Deloitte expert says:
“This incrementalism is a hard trap to get out of.”
Is Deloitte out of this incrementalism?
The Deloitte expert (apparently not asked the question by the Fortune reporter) says:
As organizations move from “carbon-based” to “silicon-based” employees (meaning a shift from humans to semiconductor chips, or robots), they must establish the equivalent of an HR process for agents, robots, and advanced AI, and complex questions about liability and performance management. This is going to be hard, because it involves complex questions. He brought up the hypothetical of a human creating an agent, and that agent creating five more generations of agents. If wrongdoing occurs from the fifth generation, whose fault is that? “What’s a disciplinary action? You’re gonna put your line robot…in a timeout and force them to do 10 hours of mandatory compliance training?”
I want to point out that blue chip consulting is a soft skill business. The vaunted analytics and other parade float decorations come from Excel, third parties, or recent hires do the equivalent of college research.
Fortune points to Deloitte and says:
The consequences of ignoring the human side of the equation are already visible in the workforce. According to Deloitte’s TrustID report, released in the third quarter, despite increasing access to GenAI in the workplace, overall usage has actually decreased by 15%. Furthermore, a “shadow AI” problem is emerging: 43% of workers with access to GenAI admit to noncompliance, bypassing employer policies to use unapproved tools. This aligns with previous Fortune reporting on the scourge of shadow AI, as surveys show that workers at up to 90% of companies are using AI tools while hiding that usage from their IT departments. Workers say these unauthorized tools are “easier to access” and “better and more accurate” than the approved corporate solutions. This disconnect has led to a collapse in confidence, with corporate worker trust in GenAI declining by 38% between May and July 2025. The data supports this need for a human-centric approach. Workers who received hands-on AI training and workshops reported 144% higher trust in their employer’s AI than those who did not.
Let’s get back to the question? Is Deloitte training its employees in AI so the “information” sticks and then finds its way into engagements? This passage seems to suggest that the answer is, “No for Deloitte. No for its clients. And no for most organizations.” Judge for yourself:
For Briggs [the Deloitte wizard], the message to the C-suite is clear: The technology is ready, but unless leaders shift their focus to the human and cultural transformation, they risk being left with expensive technology that no one trusts enough to use.
My take is that the blue chip consulting firms are:
- Trying to make AI good enough so headcount and other cost savings like health care can be reduced
- Selling AI consulting to their clients before knowing what will and won’t work in a context different from the consulting firms’
- Developing an understanding that AI cannot do what humans can do; that is, build relationships and sell engagements.
Sort of a pickle.
Stephen E Arnold, December 23, 2025
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