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This CEO laid off nearly 80% of his staff because they refused to adopt AI fast enough

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Eric Vaughan, CEO of enterprise-software powerhouse IgniteTech, was unwavering as he reflected on the most radical decision of his decades-long career. In early 2023, convinced generative AI was an “existential” transformation, Vaughan looked at his team and saw a workforce not fully on board. His ultimate response: He ripped the company down to the studs, replacing nearly 80% of staff within a year, according to headcount figures reviewed by Fortune.

Over the course of 2023 and into the first quarter of 2024, Vaughan told Fortune, IgniteTech replaced hundreds of employees, declining to disclose a specific number. “That was not our goal,” he told Fortune. “It was extremely difficult … But changing minds was harder than adding skills.” It was, by any measure, a brutal reckoning—but Vaughan insists it was necessary, and said he’d do it again.

For Vaughan, the writing on the wall was clear and dramatic.

“In early 2023, we saw the light,” he told Fortune in an August 2025 interview, adding he believed every tech company was facing a crucial inflection point around adoption of artificial intelligence. “Now I’ve certainly morphed to believe that this is every company, and I mean that literally every company, is facing an existential threat by this transformation.”

Where others saw promise, Vaughan saw urgency—believing failing to get ahead on AI could doom even the most robust business. He called an all-hands meeting with his global remote team. Gone were the comfortable routines and quarterly goals. Instead, his message was direct: Everything would now revolve around AI. “We’re going to give a gift to each of you. And that gift is tremendous investment of time, tools, education, projects … to give you a new skill,” he explained. The company began reimbursing for AI tools and prompt-engineering classes, and even brought in outside experts to evangelize.

“Every single Monday was called ‘AI Monday,’” Vaughan said, with his mandate for staff that they could work only on AI. “You couldn’t have customer calls; you couldn’t work on budgets; you had to only work on AI projects.” He said this happened across the board, not just for tech workers, but also for sales, marketing, and everybody else at IgniteTech. “That culture needed to be built. That was the key.”

This was a major investment, he added: 20% of payroll was dedicated to a mass-learning initiative, and it failed because of mass resistance, even sabotage. Belief, Vaughan discovered, is a hard thing to manufacture.

“In those early days, we did get resistance, we got flat-out, ‘Yeah, I’m not going to do this’ resistance,” he said. “And so we said goodbye to those people.”

The pushback: white collar resistance

Vaughan was surprised to find it was often the technical staff, not marketing or sales, who dug in their heels. They were the “most resistant,” he said, voicing various concerns about what the AI couldn’t do, rather than focusing on what it could. The marketing and salespeople were enthused by the possibilities of working with these new tools, he added.

This friction is borne out by broader research. According to the 2025 enterprise AI adoption report by Writer, an agentic AI platform for enterprises, one in three workers say they’ve “actively sabotaged” their company’s AI rollout—a number that jumps to 41% of millennial and Gen Z employees. This can take the form of refusing to use AI tools, intentionally generating low-quality outputs, or avoiding training altogether. Many act out because of fears that AI will replace their jobs, while others are frustrated by lackluster AI tools or unclear strategy from leadership.

Writer’s chief strategy officer Kevin Chung told Fortune the “big eye-opening thing” from this survey was the human element of AI resistance.

“This sabotage isn’t because they’re afraid of the technology,” he said. “It’s more like there’s so much pressure to get it right, and then when you’re handed something that doesn’t work, you get frustrated.”

He added Writer’s research shows workers often don’t trust where their organizations are headed.

“When you’re handed something that isn’t quite what you want, it’s very frustrating, so the sabotage kicks in, because then people are like, ‘Okay, I’m going to run my own thing. I’m going to go figure it out myself.’” You definitely don’t want this kind of “shadow IT” in an organization, he added.

Vaughan said he didn’t want to force anyone.

“You can’t compel people to change, especially if they don’t believe,” he said, adding belief was really the thing he needed to recruit for.

Company leadership ultimately realized they’d have to launch a massive recruiting effort for what became known as “AI innovation specialists.” This applied across the board: to sales, finance, marketing, and elsewhere. Vaughan said this time was “really difficult” as things inside the company were “upside down … We didn’t really quite know where we were or who we were yet.”

A couple of key hires helped, starting with the person who became IgniteTech’s chief AI officer, Thibault Bridel-Bertomeu. That led to a full reorganization of the company that Vaughan called “somewhat unusual.” Essentially, every division came to report into the AI organization, regardless of domain.

This centralization, Vaughan said, prevented duplication of efforts and maximized knowledge sharing—a common struggle in AI adoption, where Writer’s survey shows 71% of the C-suite at other companies say AI applications are being created in silos and nearly half report their employees have been left to “figure generative AI out on their own.”

No pain, no gain?

In exchange for this difficult transformation, IgniteTech reaped extraordinary results. By the end of 2024, the company had launched two patent-pending AI solutions, including a platform for AI-based email automation (Eloquens AI), with a radically rebuilt team.

Financially, IgniteTech remained strong. Vaughan disclosed the company, which he said was in the nine-figure revenue range, finished 2024 at “near 75% Ebitda”—all while completing a major acquisition, Khoros.

“You multiply people … give people the ability to multiply themselves and do things at a pace,” he said, touting the company’s ability to build new customer-ready products in as little as four days, an unthinkable timeline in the old regime. In the months since, Vaughan told Fortune in an early 2026 statement, the company has only kept growing its headcount, recruiting globally for AI Innovation Specialists across every function, from marketing to sales to finance to engineering to support.

What does Vaughan’s story say for others? On one level, it’s a case study in the pain and payoff of radical change management. But his ruthless approach arguably addresses many challenges identified in the Writer survey: lack of strategy and investment, misalignment between IT and business, and the failure to engage champions who can unlock AI’s benefits.

The ‘boy who cried wolf’ problem

To be sure, IgniteTech is far from alone in wrestling with these challenges. Joshua Wöhle is the CEO of Mindstone, a firm that provides AI upskilling services to workforces, training hundreds of employees monthly at companies including Lufthansa, Hyatt, and NBA teams. He recently discussed the two approaches described by Vaughan—upskilling and mass replacement—in an appearance on BBC Business Today.

Wöhle contrasted the recent examples of Ikea and Klarna, arguing the former’s example shows why it’s better to “reskill” existing employees. Klarna, a Swedish buy-now, pay-later firm, drew considerable publicity for a decision to reduce members of its customer support staff in a pivot to AI, only to rehire for the same roles.

“We’re near the point where [AI is] more intelligent than most people doing knowledge work. But that’s precisely why augmentation beats automation,” Wöhle wrote on LinkedIn.

A representative for Klarna told Fortune the company did not lay off employees, but has instead adopted several approaches to its customer service, which is managed by outsourced customer service providers who are paid according to the volume of work required. The launch of an AI customer service assistant reduced the workload by the equivalent of 700 full-time agents—from roughly 3,000 to 2,300—and the third-party providers redeployed those 700 workers to other clients, according to Klarna. Now that the AI customer service agent is “handling more complex queries than when we launched,” Klarna says, that number has fallen to 2,200. Klarna says its contractor has rehired just two people in a pilot program designed to combine highly trained human support staff with AI to deliver outstanding customer service. 

In an interview with Fortune, Wöhle said one client of his has been very blunt with his workers, ordering them to dedicate all Fridays to AI retraining, and if they didn’t report back on any of their work, they were invited to leave the company.

He said it can be “kinder” to dismiss workers who are resistant to AI: “The pace of change is so fast that it’s the kinder thing to force people through it.” He added he used to think if he got all workers to really love learning, then that could help Mindstone make a real difference, but he discovered after training literally thousands of people that “most people hate learning. They’d avoid it if they can.”

Wöhle attributed much of the AI resistance in the workforce to a “boy who cried wolf” problem from the tech sector, citing NFTs and blockchain as technologies that were billed as revolutionary but “didn’t have the real effect” that tech leaders promised.

“You can’t really blame them” for resisting, he said. Most people “get stuck because they think from their work flow first,” he added, and they conclude AI is overhyped because they want AI to fit into their old way of working. “It takes a lot more thinking and a lot more kind of prodding for you to change the way that you work,” but once you do, you see dramatic increases. A human can’t possibly keep five call transcripts in their head while you’re trying to write a proposal to a client, he offers, but AI can.

Ikea echoed Wöhle when reached for comment, saying its “people-first AI approach focuses on augmentation, not automation.” A spokesperson said Ikea is using AI to automate tasks, not jobs, freeing up time for value-added, human-centric work.

The Writer report notes companies with formal AI strategies are far more likely to succeed, and those who heavily invest in AI outperform their peers by a large margin. But as Vaughan’s experience shows, investment without belief and buy-in can be wasted energy. “The culture needed to be built. Ultimately, we ended up having to go out and recruit and hire people that were already of the same mind. Changing minds was harder than adding skills.”

From the vantage point of early 2026, Vaughan reflected in a statement to Fortune, monthly all-hands meetings look nothing like they used to: “We killed the format of reviewing goals and metrics. Now teams demo what they built.” He wanted to stress something else: Despite the drastic actions he took to restructure, he still doesn’t think he’s ahead of the curve.

“We’re just not getting run over from behind yet,” he said. “The pace of change in AI is relentless. If we don’t keep pushing, keep learning every single day, we’re toast.”

For Vaughan, there’s no ambiguity. Would he do it again? He doesn’t hesitate: He’d rather endure months of pain and build a new, AI-driven foundation from scratch than let an organization drift into irrelevance.

“This is not a tech change. It is a cultural change, and it is a business change,” he said, adding he doesn’t recommend others follow his lead and swap out 80% of their staff.

“I do not recommend that at all,” he said. “That was not our goal. It was extremely difficult.”

But at the end of the day, he added, everybody’s got to be in the same boat, rowing in the same direction. Otherwise, “we don’t get where we’re going.”

A version of this story was published on Fortune.com on August 17, 2025.

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Buddhist monks are walking barefoot from Texas to DC with their dog, drawing crowds across the South

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A group of Buddhist monks and their rescue dog are striding single file down country roads and highways across the South, captivating Americans nationwide and inspiring droves of locals to greet them along their route.

In their flowing saffron and ocher robes, the men are walking for peace. It’s a meditative tradition more common in South Asian countries, and it’s resonating now in the U.S., seemingly as a welcome respite from the conflict, trauma and politics dividing the nation.

Their journey began Oct. 26, 2025, at a Vietnamese Buddhist temple in Texas, and is scheduled to end in mid-February in Washington, D.C., where they will ask Congress to recognize Buddha’s day of birth and enlightenment as a federal holiday. Beyond promoting peace, their highest priority is connecting with people along the way.

“My hope is, when this walk ends, the people we met will continue practicing mindfulness and find peace,” said the Venerable Bhikkhu Pannakara, the group’s soft-spoken leader who is making the trek barefoot. He teaches about mindfulness, forgiveness and healing at every stop.

Preferring to sleep each night in tents pitched outdoors, the monks have been surprised to see their message transcend ideologies, drawing huge crowds into churchyards, city halls and town squares across six states. Documenting their journey on social media, they — and their dog, Aloka — have racked up millions of followers online. On Saturday, thousands thronged in Columbia, South Carolina, where the monks chanted on the steps of the State House and received a proclamation from the city’s mayor, Daniel Rickenmann.

The physical toll of the monks long walk

At their stop Thursday in Saluda, South Carolina, Audrie Pearce joined the crowd lining Main Street. She had driven four hours from her village of Little River, and teared up as Pannakara handed her a flower.

“There’s something traumatic and heart-wrenching happening in our country every day,” said Pearce, who describes herself as spiritual, but not religious. “I looked into their eyes and I saw peace. They’re putting their bodies through such physical torture and yet they radiate peace.”

Hailing from Theravada Buddhist monasteries across the globe, the 19 monks began their 2,300 mile (3,700 kilometer) trek at the Huong Dao Vipassana Bhavana Center in Fort Worth.

Their journey has not been without peril. On Nov. 19, as the monks were walking along U.S. Highway 90 near Dayton, Texas, their escort vehicle was hit by a distracted truck driver, injuring two monks. One of them lost his leg, reducing the group to 18.

This is Pannakara’s first trek in the U.S., but he’s walked across several South Asian countries, including a 112-day journey across India in 2022 where he first encountered Aloka, an Indian Pariah dog whose name means divine light in Sanskrit.

Then a stray, the dog followed him and other monks from Kolkata in eastern India all the way to the Nepal border. At one point, he fell critically ill and Pannakara scooped him up in his arms and cared for him until he recovered. Now, Aloka inspires him to keep going when he feels like giving up.

“I named him light because I want him to find the light of wisdom,” Pannakara said.

The monk’s feet are now heavily bandaged because he’s stepped on rocks, nails and glass along the way. His practice of mindfulness keeps him joyful despite the pain from these injuries, he said.

Still, traversing the southeast United States has presented unique challenges, and pounding pavement day after day has been brutal.

“In India, we can do shortcuts through paddy fields and farms, but we can’t do that here because there are a lot of private properties,” Pannakara said. “But what’s made it beautiful is how people have welcomed and hosted us in spite of not knowing who we are and what we believe.”

Churches, families and towns host the monks along their path

In Opelika, Alabama, the Rev. Patrick Hitchman-Craig hosted the monks on Christmas night at his United Methodist congregation.

He expected to see a small crowd, but about 1,000 people showed up, creating the feel of a block party. The monks seemed like the Magi, he said, appearing on Christ’s birthday.

“Anyone who is working for peace in the world in a way that is public and sacrificial is standing close to the heart of Jesus, whether or not they share our tradition,” said Hitchman-Craig. “I was blown away by the number of people and the diversity of who showed up.”

After their night on the church lawn, the monks arrived the next afternoon at the Collins Farm in Cusseta, Alabama. Judy Collins Allen, whose father and brother run the farm, said about 200 people came to meet the monks — the biggest gathering she’s ever witnessed there.

“There was a calm, warmth and sense of community among people who had not met each other before and that was so special,” she said.

Monks say peace walks are not a conversion tool

Long Si Dong, a spokesperson for the Fort Worth temple, said the monks, when they arrive in Washington, plan to seek recognition of Vesak, the day which marks the birth and enlightenment of the Buddha, as a national holiday.

“Doing so would acknowledge Vesak as a day of reflection, compassion and unity for all people regardless of faith,” he said.

But Pannakara emphasized that their main goal is to help people achieve peace in their lives. The trek is also a separate endeavor from a $200 million campaign to build towering monuments on the temple’s 14-acre property to house the Buddha’s teachings engraved in stone, according to Dong.

The monks practice and teach Vipassana meditation, an ancient Indian technique taught by the Buddha himself as core for attaining enlightenment. It focuses on the mind-body connection — observing breath and physical sensations to understand reality, impermanence and suffering. Some of the monks, including Pannakara, walk barefoot to feel the ground directly and be present in the moment.

Pannakara has told the gathered crowds that they don’t aim to convert people to Buddhism.

Brooke Schedneck, professor of religion at Rhodes College in Memphis, Tennessee, said the tradition of a peace walk in Theravada Buddhism began in the 1990s when the Venerable Maha Ghosananda, a Cambodian monk, led marches across war-torn areas riddled with landmines to foster national healing after civil war and genocide in his country.

“These walks really inspire people and inspire faith,” Schedneck said. “The core intention is to have others watch and be inspired, not so much through words, but through how they are willing to make this sacrifice by walking and being visible.”

On Thursday, Becki Gable drove nearly 400 miles (about 640 kilometers) from Cullman, Alabama, to catch up with them in Saluda. Raised Methodist, Gable said she wanted some release from the pain of losing her daughter and parents.

“I just felt in my heart that this would help me have peace,” she said. “Maybe I could move a little bit forward in my life.”

Gable says she has already taken one of Pannakara’s teachings to heart. She’s promised herself that each morning, as soon as she awakes, she’d take a piece of paper and write five words on it, just as the monk prescribed.

“Today is my peaceful day.”



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What global executives need to ask about China in 2026

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2025 was a turbulent year for China. The country began the year battling geopolitical headwinds and weak domestic demand. By April, new tariffs and trade frictions triggered some of the most significant trade actions in decades.

Yet by November, the story had changed. China’s annual trade surplus passed $1 trillion, a record high. GDP growth remained steady at around 5%. The country seems to have shrugged off concerns of “deglobalization.”

What does 2026, the Year of the Horse, pose for China? The headlines may focus on Trump tariffs or real estate woes, but there are more subtle trends happening that will define China’s economic trajectory. China presents new challenges for international business, particularly from confident local competitors, but there are still opportunities for disciplined global executives. Five key questions will matter as the world’s second-largest economy navigates a fast-changing global economy.

How will tariff uncertainty shape your China strategy?

China has long dominated global manufacturing, thanks to its cost competitiveness and integrated supply chains. That strength remains intact despite higher U.S. tariffs in 2025, which have now stabilized at around 50%. The tariffs barely dented China’s trade: The country’s share of global goods exports held steady at around 14%, four times greater than India and Vietnam combined.

The reason is that China has already broadened its trade partners. Goods exports to the U.S. represent just 2-3% of China’s GDP, and over half of China’s goods exports now go to Global South economies including ASEAN, Latin America, the Middle East, and Africa.

China also exports more knowledge-intensive goods, such as electronics and automobiles, and fewer labor-intensive goods, like furniture and toys.

Beijing’s bought itself some time, but 2026 will be the test of how resilient China’s export economy truly is. Trade patterns will continue to shift, with one analysis by the McKinsey Global Institute suggesting that as much as 30% of global trade could be shift corridors by 2035. The trade map is being redrawn in real time.

Multinational companies with a presence in China need supply chain flexibility, so that can rewire their operations as quickly as China’s companies can.

Where are Chinese consumers spending, and what does that mean for global brands?

Before the pandemic, Chinese consumers drove near-double-digit retail growth each year. Yet in 2025, consumer confidence hit historic lows, youth unemployment hovered around 15%, and real estate remained stagnant. Yet retail spending grew around 4-5% in the first three quarters of 2025 year-on-year.

Chinese consumers continue to spend—just on different things. Tourism spending rose 12% in the first three quarters of 2025, while box office revenue jumped 22%. Government subsidies supported double-digit growth in spending on electric vehicles and home appliances. Discretionary spending, however, struggled.

The opportunity for executives lies in tapping China’s sizable household savings. Consumers are waiting for something worth buying, and so the challenge will be to offer products and services that Chinese shoppers think are genuinely worth pursuing. Competing on price alone won’t work; only a compelling value proposition will unlock these locked savings.

Can your business survive and thrive in China’s hyper-competitive market?

China is struggling with deflationary pressure, even as the West fights inflation. 2025 accelerated what the Chinese call “involution”, an intense competition that erodes margins across the industry. Roughly 30% of large industrial firms reported losses, up from 20% before the pandemic.

But the period of “overcapacity” may be easing. Fixed asset investment slowed, and then shrank, reflecting weaker spending in some sectors. Rather than being a concern, lower investment may signal that companies are pulling back from excessive expansion, correcting years of overinvestment that flooded markets and destroyed pricing power. That adjustment, if reinforced by appropriate reforms, could eventually stabilize margins.

Companies must now differentiate through technology, branding and services, and not just price. Importantly, success in China will lead to a competitive advantage anywhere else in the world. Otherwise, competition with Chinese players can be brutally unforgiving—not just on their home turf, but increasingly overseas as well.

Are you ready to face Chinese competitors abroad?

China has attracted foreign capital for decades. But last year, China turned into growing source of investment. Foreign direct investment announcements into China between 2022 and 2025 fell by roughly two thirds, compared to between 2015 and 2019 on an annualized basis. Outbound Chinese FDI announcements held steady at around $100 billion annually, but it’s broadened beyond the traditional destination of emerging Asia to newer markets like Latin America, the Middle East and Europe.

Chinese companies are also becoming global cultural exporters. Pop Mart’s Labubu figurines, the blockbuster Black Myth: Wukong, and Chinese EV brands have all captured global audiences. This reflects a growing form of commercial “soft power,” as Chinese culture, lifestyle trends and consumer brands penetrate markets.

In 2026, expect to face Chinese competitors on your home turf. Global South markets, and their younger and increasingly affluent populations, are becoming more important to Chinese companies, but Western economies still present an opportunity for Chinese brands that are competitively priced and culturally relevant. It’s not a question of whether Chinese companies are coming; it’s whether you’re ready to match their speed, cost, and efficiency.

Will Chinese AI reshape productivity, in China and beyond?

Before 2025, Silicon Valley looked like it had an insurmountable lead over China in AI. Then came perhaps the biggest China story of the year: DeepSeek’s open-source AI model that rocked markets and intensified AI competition in China, the U.S., and around the world.

China is now an AI leader, even amid tough U.S. export controls and a moribund venture capital sector. Major tech firms like Alibaba rolled out models competing with the best from the U.S., while a swarm of “little dragons”—smaller, agile AI startups—released their own innovative models. Chinese AI now perform strongly on LLM leaderboards

China’s innovation engine—rapid iteration, cost-efficient scaling, substantial engineering talent, and collaborative open-source development—explains how the country was able to take the lead on AI.

But business impact is more important than technical performance. Will this AI capability translate into meaningful productivity gains?

McKinsey Global Institute analysis finds Chinese companies rank in the top ten in 16 of 18 sectors that can drive up to one-third of GDP growth by 2040, with AI playing an important enabling role across many of them.

More meaningful signals may emerge next year, as China continues to invest in AI use-cases across its manufacturing sector. A new “DeepSeek moment,” perhaps in industry, might be a sure bet for 2026.

Looking ahead

2026 begins with sharper risks for China: Geopolitical uncertainty, a struggling real estate sector, strained public finances, and elevated youth unemployment. Yet what draws companies to China—scale, innovation, and global influence— remain as compelling as ever.

The companies that will win in China next year won’t be those with the best macroeconomic forecasts, but rather those that can win on the ground: building resilient supply chains, differentiating themselves from the competition, and harnessing the country’s innovation.

For global businesses prepared to operate with this level of discipline, China can still be a lucrative market in the Year of the Horse.



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Allegiant to acquire Sun Country in deal valued at $1.5 billion

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Allegiant Travel Co. will acquire Sun Country Airlines Holdings Inc. in a cash-and-stock deal valued at $1.5 billion including Sun Country’s debt, the two carriers said in a joint statement on Sunday. 

Sun Country’s shareholders will receive 0.1557 shares of Allegiant common stock and $4.10 in cash per Sun Country share, the companies said. The offer represents a premium of 19.8% over Sun Country’s closing share price on Friday, according to the statement.

The combined entity will provide more than 650 routes, including 18 international destinations in Mexico, Canada, the Caribbean and Central America, the companies said.  

“Together, our complementary networks will expand our reach to more vacation destinations including international locations,” said Allegiant Chief Executive Officer Gregory C. Anderson in a statement. 

Join us at the Fortune Workplace Innovation Summit May 19–20, 2026, in Atlanta. The next era of workplace innovation is here—and the old playbook is being rewritten. At this exclusive, high-energy event, the world’s most innovative leaders will convene to explore how AI, humanity, and strategy converge to redefine, again, the future of work. Register now.



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