Navigating the AI Disruption – Thoughts on EXIT Training and a Call for Leadership

I’ve been thinking a lot about AI lately—not just the flashy demos and futuristic promises, but the very real wave of change that’s already hitting jobs and lives today. Through conversations (including some deep ones with Grok), I’ve been processing how we can make this transition less painful and more equitable. One idea that’s stuck with me is “EXIT Training” (EXit Into Thriving Training): when companies replace human roles with AI or automation, they should fund comprehensive retraining for the affected workers as part of the deal. After all, they’re capturing massive savings on wages, benefits, and even office space—redirecting a portion of those gains to help people pivot feels like basic fairness—treating the benefits of new technology as something that should flow back to the whole community, not just concentrate upward.

Right now, the disruption isn’t waiting for humanoid robots like Tesla’s Optimus to hit the market. It’s happening as companies roll out AI tools for coding, customer service, data analysis, and more. Reports from 2025 show clear spikes in unemployment for high-AI-exposure occupations, and projections suggest millions of roles could shift or vanish in the coming years. Retraining isn’t a nice-to-have; it’s essential. Yet most companies treat it as optional goodwill, which leads to hit-or-miss outcomes. We need systemic approaches—whether pooled funds, stronger incentives, or transparency requirements—so the people building our future aren’t left behind. We need solutions that don’t just fix today’s layoffs but set up the next generations to thrive in whatever comes after this wave.

One bright spot: Anthropic is actually walking the talk among AI companies. Their Economic Futures Program (launched in 2025) puts real money behind studying and mitigating job displacement. They’re funding independent research, tracking AI’s labor impacts through an Economic Index, hosting policy symposia, and exploring practical mixes of retraining, safety nets, and fiscal reforms. It’s proactive, transparent, and shows that AI builders can prioritize societal effects without slowing down innovation.

We also need to actively guide people toward roles that are inherently resilient—work that AI can’t easily replicate because it depends on deep human connection, creativity, and hands-on skill. Things like caring for elders, skilled trades, healthcare, the arts, or preserving and sharing knowledge through making and storytelling. These aren’t just fallback jobs; they’re paths to resilience and real thriving in a world where technology handles the routine. EXIT Training programs should intentionally open doors to these fields, helping people build lives that feel meaningful and secure, not just employed.

This brings me to Elon Musk. His vision for AI and robots—like Optimus creating an era of abundance where work becomes optional and scarcity ends—is genuinely inspiring. He talks openly about the “traumatic” transition ahead and frames it as the path to universal high income. But visions need action to match, especially when someone has Elon’s unparalleled platform: millions watch his every post, interview, and move.

Elon, if you’re reading this (or if someone shares it your way): it’s time to step up and lead by example on the human side of this disruption. You don’t have to slow down building the tech—Optimus, Grok, FSD, all of it can keep charging ahead. But you can use your resources and influence to make the bridge smoother. Here are a few concrete suggestions:

• Assemble a dedicated transition task force at xAI or Tesla: A small team of experts (economists, labor pros, your own engineers) to prototype EXIT Training programs. Start internally—retrain Tesla workers as Optimus rolls out in factories—then share the models openly.
• Launch transparency reports: Publish data on AI’s job impacts across your companies (displacements vs. new roles created, retraining outcomes). It would set an industry standard and build trust.
• Fund pilots or grants: Commit, say, $50–100 million to support AI-displaced workers—grants for reskilling in human-centered fields like healthcare, skilled trades, elder care, or the arts. Tie it to Optimus testing: train people to oversee and collaborate with robots.
• Amplify solutions publicly: Use your daily reach on X to highlight workable ideas (retraining funds, shorter workweeks, hybrid approaches) alongside the tech updates.

Anthropic is already showing it’s possible. With your voice and resources, you could accelerate this for everyone—turning the “traumatic” phase into something manageable and proving that abundance starts with taking care of people now.

I’m just one person processing these ideas through conversations and research, but I believe we can navigate this intelligently if leaders like Elon match bold visions with bold responsibility. What do you think? I’d love to hear from readers—have you seen AI impacts in your work? What solutions feel realistic?

(Next post: An open letter to Elon Musk expanding on this.)

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Note: Written in collaboration with Grok based on a lengthy conversation.