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Enterprise AI usage leaderboards are BAD and lead to the wrong behaviors. Employees feel pressure to hit higher token usage numbers without …
Enterprise AI usage leaderboards are BAD and lead to the wrong behaviors. Employees feel pressure to hit higher token usage numbers without any of the positive work transformation. I’ve heard directly
Enterprise AI usage leaderboards are BAD and lead to the wrong behaviors. Employees feel pressure to hit higher token usage numbers without any of the positive work transformation. I’ve heard directly from folks (in my inbox, company name and all) throwing in full novels into their corporate AI systems because their bosses told them there was a token usage leaderboard and they wanted to “stick it to the man”. I still believe that AI labs are getting the change management part very wrong, so I wanna give you an alternate path. OK, so public AI usage leaderboards are bad. However, PRIVATE token leaderboards, the kind you don’t even tell your company that you’re looking at, can still be valuable. Why? Because it’s likely that your superusers are in that high usage group. It’s hard to imagine someone completely transforming the way they work (including multitasking and having agents running 24/7) without high AI usage. But I can absolutely imagine someone with high AI usage doing nothing of value. Like squares and rectangles. Rectangle is the AI usage, square is superuser. Once you analyze your company AI usage and you find the rectangles (the high users), you gotta find the squares. And it seems there are two ways of doing that - and the best path depends on your company size, your data/visibility into prompts, and how bought into AI your VPs and Directors are. The first option is analyzing the prompts they’re putting in and classifying into “fancy Google” vs “basic productivity” vs “transformative practices”. The second option is having your team leads or directors reach out to the high users and set up interviews about their AI usage to unearth the “holy crap my business just changed forever” type use cases. THEN it’s the change management piece and getting that person’s mindset, skillset, and capability shift out to the 100,000 other people at the company. And I’ve helped multiple Fortune 500 enterprises get there. Only use public AI leaderboards if you want to waste money and enrage your employee base. (Anyone? Any takers? Bueller?)
Source: Allie K. Miller (X) | 2026-06-04