And in AI, that’s an enormous lever to get companies to embrace this new technology.

Organizations often run the same AI playbook: Tell people to try it, reward those who show curiosity, and see what sticks.

That approach may have worked for the first phase of AI adoption. It won’t work for the second.

The gap is widening between companies using it mainly for productivity, and those embedding AI into how they operate. The former are simply making existing tasks faster or cheaper; the latter are redesigning workflows and business models. Both may become more efficient, but only the second category is preparing itself for growth.

Soon, the gap between efficiency and reinvention may be too wide for any company to bridge.

People don’t need to be more comfortable with AI; they need to understand it; know when, and when not, to use it; and grasp which tools solve which problems.

In other words, they need direction.

In Asia, most markets carry a strong tradition of hierarchy and deference to leadership.  That means a top-down approach is needed. Organizations that understand this aren’t waiting for adoption to bubble up from the bottom. Instead, they put their leaders out front to drive adoption—and to drive it faster.

Curiosity: Learn in public

The single most important thing a leader can do is be visibly curious about AI.

In many organizations, senior leaders are used to relying on trusted teams. That won’t work for AI.

Employees will notice when a leader outsources their understanding of AI. They can tell when AI enthusiasm is delivered from the communications or IT team, rather than the top executive.

In a culture marked by high-power distance, that’s a particularly damaging signal. After all, if the person at the top isn’t interested in learning the technology, why should anyone else be?

The most effective leaders I’ve seen have done something that doesn’t come naturally: they make themselves the student.

Reverse mentoring—senior leaders regularly sitting down to learn from younger, more technically fluent colleagues—is one of the most powerful tools available to executives. For example, one CEO at a major regional bank in Southeast Asia instituted monthly learning sessions with junior data engineers. Far from undermining her authority in a high-power distance culture, these sessions reinforced her status: by initiating and guiding the program, she signaled to the entire enterprise that mastering AI was a strategic requirement.

When a leader is willing to learn from employees many years their junior, it transforms the tone of the entire organization, particularly in Asia where hierarchy carries significant weight. The leader isn’t just acquiring knowledge; they’re performing a public act of deference that runs counter to the cultural norm.

Courage: Commit before you are certain

Real AI leadership means committing to a direction before the full picture is clear. Courageous leaders make the call while openly acknowledging what they don’t yet know—and they trust their organization to figure out the rest together.

In Asia, leaders are traditionally expected to project absolute certainty; a stance that instead embraces uncertainty puts their credibility and authority on the line.

That courage also manifests through making tough decisions, like retiring legacy processes that still have internal defenders or reallocating budgets away from established, already-funded projects with clear owners.

It also means setting limits on AI ahead of regulation, even if it risks slowing progress or falling behind competitors. Leaders who decide where human judgment is mandatory provide a signal that responsible progress outweighs speed at any cost.

Connection: Find the truth

The hardest part of leading transformation in a hierarchical organization is getting honest feedback.

Bad news, such as a failed pilot or resistance on the ground, doesn’t easily travel upward. It gets softened, reframed, or left out.  Leaders must go looking for it. That means creating small, deliberate spaces where people feel safe enough to say what is actually happening. Companies need to foster conversations where leaders listen more than they speak, ask questions that invite real answers, and respond to difficult news without blame.  

In markets with lower power distance, a good executive sponsor and an empowered middle management layer can usually carry a transformation across the line. In Asia, that is rarely enough. By bringing curiosity, courage, and connection, executives do not dismantle hierarchy—they use their authority to speed up change.

The opinions expressed in Fortune.com commentary pieces are solely the views of their authors and do not necessarily reflect the opinions and beliefs of Fortune.