For most of corporate history, companies were built on one assumption: KNOWLEDGE is Scarce.
Departments as Knowledge Monopolies
Finance didn’t just balance books- they controlled the budgets, because only trained accountants could navigate complex ledgers.
Engineering wasn’t just about code- it was the sole gatekeeper of systems that powered the business.
HR and Legal didn’t just manage policies- they interpreted frameworks most employees couldn’t access or understand.
Each function became a kingdom, where knowledge wasn’t just expertise- it was power. Scarcity created control, and control defined status.
If you weren’t in the guild, you stayed out.
Scarcity Defined Status
Degrees, MBAs, Certifications, Titles- they were tickets into the kingdom.
The harder the knowledge was to access, the higher the social and organizational status of the people who held it.
This model made sense- until now.
Because AI just shattered the logic of scarcity.
From Scarcity to Abundance
With a few prompts, anyone can build, automate, or analyze.
A store manager generates local ad copy and flyers for their branch’s marketing campaign.
A customer service rep creates a training video for their new hires.
An HRBP designs a survey and instantly summarizes results.
What once took years of training can now be attempted with curiosity and a keyboard. The walls of the kingdoms are cracking.
Lessons from Etsy and YouTube
We’ve seen this play out before:
Etsy gave millions of creators access to markets once reserved for brands. Fashion houses didn’t disappear - but creativity multiplied and new forms of value emerged.
YouTube let anyone broadcast to the world. Hollywood didn’t die - but culture was redefined by creators who didn’t need permission.
Both platforms turned spectators into participants. They didn’t erase professionals- they expanded the stage.
AI is now bringing that same DIY culture into companies. It’s Etsy-for-processes. YouTube-for-problem-solving. And it’s happening faster than most leaders realize.
What Happens to Departments?
My question: If knowledge is abundant, do rigid departments still make sense?
Departments were built to protect expertise. But what happens when expertise is no longer scarce?
Do we need Marketing and IT as separate kingdoms, or do we need fluid teams that form around problems, not titles?
Picture this:
On Monday, a customer onboarding problem pops up.
By Tuesday, a product designer, an HRBP, a salesperson, and an ops analyst team up.
Each uses AI to build - not just brainstorm.
By Friday, the prototype is live.
No tickets. No waiting in line. No silos. Just speed, ownership, and creativity.
That’s not chaos. That’s transformation.
And the companies that lean into this fluidity will move faster than those clinging to old silos.
This Could Feel Unsettling
For experts, this shift feels existential. Careers were built on scarcity. Identity was built on being the one who knew how.
For those who spent years mastering their craft, DIY at work feels threatening. It raises uncomfortable questions:
If anyone can build, what does expertise mean now?
If employees create outside their lane, what happens to the role of functions and departments?
It’s natural to feel defensive. For decades, careers were built on the scarcity of knowledge. But when knowledge becomes abundant, the currency changes.
In today’s world…
Taste + Imagination is worth MORE than Talent + Intelligence + Qualifications
If tools can handle mechanics, then the real edge lies in vision, creativity, and judgment.
The New Currency of Work
But here’s the truth: when tools make mechanics easy, the edge shifts.
Let me say that again… in today’s world:
Taste + imagination > Talent + qualifications.
Vision, creativity, and judgment matter more than credentials.
The ability to see what’s possible beats the ability to hoard what’s known.
Knowledge is no longer the scarce resource. Curiosity is.
So, what about the Experts?
Democratization doesn’t erase mastery; it redefines it. Experts no longer win by being the only ones who can build. They win by being the ones who:
Design platforms, build guardrails and Governance to reduce the blast radius.
Take DIY prototypes and harden them for scale & security.
Teach judgment, ethics, and business acumen. These are things AI can’t replicate.
Experts Sustain. Experts Integrate. Experts Safeguard. Experts Professionalize
In other words, experts shift from being Authors of output to Architects of ecosystems.
Experts can help you reduce the blast radius
How Leaders Can Harness the DIY Wave
This is where leadership matters most. The organizations that thrive will not be those who fight DIY, but those who harness it.
1. Spot the Sparks
When employees hack together a tool, don’t dismiss it as “shadow IT.” Treat it as free R&D.
2. Build On-Ramps, Not Walls
Create sandboxes where employees can experiment safely, and pathways for good ideas to graduate into production.
3. Measure Creativity, Not Just Efficiency
Ask: How many employees built something new this quarter? How fast did an idea become impact?
4. Redefine Recognition
Celebrate curiosity, initiative, and collaboration - not just output. Show that building belongs to everyone.
A Different Kind of Courage
It’s tempting to tighten controls. To double down on approvals, rules, and red tape. That feels safe.
But safety is an illusion when the ground itself is shifting. The braver move is to lean into democratization- to trust that abundance won’t dilute value, but multiply it.
Because the past was about silos of expertise.
The present is about the abundance of tools.
And the future will be owned by those with the courage to reorganize around curiosity.
Work is no longer a place where a few hold the tools.
It’s becoming a place where anyone with curiosity can shape the outcome.
Creation belongs to anyone who is curious and willing to experiment.
So, Stay Curious,
AI Lady
Such a good read!
Thank you for sharing this Priya!