Hi, Victoria here! I started The First-Time CEO to share not just my own journey, but the collective wisdom of new entrepreneurs. This project is about learning from one another — the lessons, skills, and insights that help us grow. From now on, I’m welcoming guest authors to share their experiences, tips, and perspectives so we can continue growing together as first-time CEOs. Want to share your knowledge? Press the button to contact me!
AUTHOR BIO
Eugene Vyborov is a serial tech entrepreneur and investor who has led multiple teams through growth, exits, and innovation. He is a co-founder and CEO of Ability AI, developing autonomous AI agents that automate full-cycle marketing functions — from strategy and content creation to media buying and analytics. Previously, Eugene was a Co-Founder, Board Member, and CTO of YayPay, a B2B SaaS finance automation company that raised ~$18.5M, served 300+ clients, and processed $40B+ on its platform.
You’ve invested in the best AI tools. You’ve hired the consultants. You’ve mapped out the perfect automation workflows.
So why are your AI projects stalling?
The issue probably isn’t your tech stack. It’s the natural, human resistance from the very people you need to make it work.
Let’s be honest — even I look at the pace of AI development and I’m scared sometimes. I can only imagine how it feels for people who aren’t living and breathing this stuff every day. This fear is the root of what I call subconscious sabotage.
It’s not malicious. It’s a survival instinct. When employees feel their roles are threatened, they won’t overtly fight the change — but they won’t champion it either. They’ll find reasons why the old way is better, point out every small flaw in the new system, or simply drag their feet.
And this doesn’t just happen in big companies with large AI budgets. Whether you’re leading a small startup or scaling fast, these dynamics appear the moment you introduce any form of automation or new process — not just AI.
The reality is — you can’t force adoption. You have to lead people through the change.
Here’s how to counter subconscious sabotage and turn resistance into momentum:
Acknowledge the Fear Directly. Don’t pretend it doesn’t exist. Talk about it openly. When you say, “I know this is unsettling, and it’s okay to feel that way,” you validate their concerns. This builds the trust you need to move forward. Ignoring the fear doesn’t make it go away — it just pushes it underground.
Show the Path Forward. Don’t just give your team a new tool — give them a new map. Clearly communicate how their roles and responsibilities will evolve. Instead of focusing on what AI will replace, focus on how it will amplify their skills and allow them to focus on higher-value work.
Frame AI as a Teammate, Not a Replacement. Position your AI systems as tools that handle the tedious 50% of the job nobody wants to do. This frees up your team’s uniquely human skills — creativity, strategy, and critical thinking — for the work that really moves the needle.
You don’t need a full-scale AI transformation to see this in action — even adopting small AI tools can surface the same cultural and leadership challenges. The sooner you learn to navigate them, the faster your company will grow.
The goal isn’t to just implement technology. It’s to build a company where humans and AI work together to achieve more than either could alone.
On November 18th, at 11 am EST, I’ll be diving deeper into this in our upcoming webinar, Why Most Companies Fail to Implement AI — and how to lead through it differently.
To your success,
Eugene Vyborov
CEO, Ability.ai
P.S. We’re designing the Ability.ai Business Engine with this human-centric approach at its core — empowering teams, not replacing them.