Walmart approaches AI upskilling as a partnership. The company drives top-down strategy, resources the change, and provides tools like universal ChatGPT licenses. Simultaneously, it expects its 2.1 million associates to be proactive in their own learning journey to adapt to new technologies.
To navigate extreme uncertainty like unpredictable tariffs, Walmart's buyers use tangible, seasonal purchasing decisions (e.g., Halloween costumes) as a framework. They run detailed "what-if" scenarios on pricing, sourcing, and consumer behavior to make concrete decisions despite ambiguity.
The pandemic's urgency forced Walmart's leadership to accelerate its meeting cadence from a weekly/monthly rhythm to a daily one. This faster pace necessitated greater delegation, revealing the high quality and speed of decisions made by empowered associates throughout the organization.
Walmart's primary view of AI is offensive, focusing on growth opportunities like creating a personalized, multimedia e-commerce experience. This shifts the narrative from AI as merely a defensive efficiency tool to a strategic growth driver, fundamentally changing how people shop.
To manage an overwhelming list of necessary business changes, Walmart's leadership began by clearly articulating what would remain constant: its core values. This provided a stable foundation, making the subsequent, widespread transformation feel more manageable and less threatening for employees.
To fund crucial investments in wages, prices, and e-commerce, Walmart's leadership, with board support, intentionally reduced its operating income from over 6% to just over 4%. This shareholder-funded investment was a deliberate, multi-year strategy to future-proof the business.
Reflecting on Walmart's multi-year transformation, CEO Doug McMillan identifies the most common leadership pitfall: delaying actions you instinctively know are right. He advises leaders to trust their gut and move quickly, as organizations are often more capable of handling rapid change than perceived.