{"id":4580,"date":"2026-05-16T14:13:21","date_gmt":"2026-05-16T12:13:21","guid":{"rendered":"https:\/\/transformingthedots.nl\/?p=4580"},"modified":"2026-06-03T07:58:40","modified_gmt":"2026-06-03T05:58:40","slug":"schaduw-ai-vloek-of-zegen","status":"publish","type":"post","link":"https:\/\/transformingthedots.nl\/en_US\/schaduw-ai-vloek-of-zegen\/","title":{"rendered":"Shadow AI: curse or blessing? An employer issue"},"content":{"rendered":"
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Shadow AI: curse or blessing?<\/h1>\t\t\t\t<\/div>\n\t\t\t\t
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May 16, 2026 \u00b7 Joos Luteijn \u00b7 8-minute read<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Many employers ban ChatGPT, Copilot, or Claude, or set up proxies around them. The arguments are valid: privacy, security, and the EU AI Act. No one wants customer data or source code to end up in a free chatbot with big tech in the USA. The concerns are justified.<\/p>

And yet, it doesn't work.<\/p>

After all, a ban does not stop the use. It only makes it invisible. A global study by KPMG and the University of Melbourne among 48,000 employees in 47 countries shows that 571,33T of employees hide their AI use at work and present AI-generated work as their own. It is a combined figure: hiding and claiming it as one's own work go hand in hand. For the shadow AI issue, hiding is particularly relevant. We call this hidden use shadow AI.<\/p>

My proposition: an AI ban says more about the organization than about the employee.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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What the number really says<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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That shadow AI percentage says nothing in itself. High is no cause for alarm, low is no reassurance. It is about the combination, the dynamic between the employer's policy and the employee's behavior.<\/p>

Just think about it: if the organization facilitates safe and usable AI, and employees are aware of that offering, the logical reason to switch to personal subscriptions disappears. The percentage drops. Not due to bans, but simply because the alternative is better.<\/p>

At the same time, it holds true that if employees do not feel a need for AI in their work, no shadow usage will occur. Not because of control, but because of a lack of motivation.<\/p>

A low percentage can therefore go two ways. It could be because the organization has arranged things properly, or because the workforce is asleep at the wheel.<\/p>

If you plot policy and behavior against each other, four recognizable situations emerge. I call this the Shadow AI Matrix.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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The Shadow AI Matrix<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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\u00a0On the horizontal axis: employer's AI policy (absent or restrictive versus present and appropriate). On the vertical axis: shadow AI usage by employees (low versus high). Four quadrants.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Stagnation \u2014 no policy, low shadow AI<\/strong><\/h5>

No shadow AI in sight. But also no internal adoption, no experience, no learning effect. No one is taking the first step, no one feels the urgency. It looks like calm, but it is a delay. Someday\u2026<\/p>


Uncontrolled growth \u2014 no policy, high shadow AI<\/strong><\/h5>

Nothing is coming from the top, so people are managing it themselves. Their own accounts, their own prompts, their own risks. The energy is there. The direction isn't. Extremely dangerous. Exciting for IT, uncomfortable for compliance. Customer data ends up in public models, knowledge remains with individuals, and AI literacy (Article 4 EU AI Act) is not demonstrably guaranteed. It is also a signal that there is energy on the shop floor; the only question is whether management is ahead of that energy or is definitely lagging behind.<\/p>

Mismatch \u2014 policy in place, high shadow AI<\/strong><\/h5>

Perhaps the most painful situation. The licenses have been purchased, the policy has been written, and there is a central AI environment. And yet, employees keep resorting to private subscriptions. The official offering does not align with reality. People choose the workaround; adoption fails. Not a failure of governance, but a gap between what has been rolled out and what is needed on the shop floor. Often, a proper dialogue between employees and policymakers is lacking; the policy is perceived as a brake, not a support.<\/p>

Balance \u2014 policy appropriate, low shadow AI<\/strong><\/h5>

Here, the shadow AI percentage drops naturally. Not because employees stop using AI, but because they do so through official channels. Policy and usage evolve together. The workplace and governance meet in a feedback loop. Privacy, security, GDPR, and the EU AI Act are embedded within the workflow. Adoption and governance scale up together. Valhalla.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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At the same time, it holds true that if employees do not feel a need for AI in their work, no shadow usage will occur. Not because of control, but because of a lack of motivation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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A low Shadow AI percentage can therefore go two ways. It could be because the organization has arranged things properly, or because the workforce is asleep.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Risk or growth potential?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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The Shadow AI Matrix shows two things at the same time.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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The top row (Uncontrolled Growth and Mismatch) shows immediate risk. High levels of shadow AI mean that customer data, source code, and strategic information end up somewhere you have no visibility into. Compliance, security, and privacy are under pressure.<\/p>

The right column (Mismatch and Balance) shows growth potential. Policy and infrastructure are the foundation upon which AI can scale, gain experience, and develop.<\/p>

Mismatch has both: risk and building blocks for growth. It can be improved if the organization dares to bridge the gap between policy and practice. Balance has only growth, no risk; that is what you want to achieve.<\/p>

And then there is Stagnation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Beware of Stagnation<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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A low shadow AI percentage might seem reassuring. But Stagnation is actually the highest risk quadrant.<\/p>

No policy, no experience, no learning effect. Competitors are building a lead that will be difficult to catch up with later. Talent wanting to work with AI is seeking an environment elsewhere. And when external pressure arises\u2014legislation, customers, the market\u2014the organization will be left without building blocks.<\/p>

Anyone who reads the shadow AI figure without taking those two axes into account is reading it incorrectly.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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AI literacy: the silent foundation<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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When I mention AI policy, it is not just about which tools you facilitate or which proxies you set up. It is also about what you do with the people who work with those tools.<\/p>

Since February 2025, the EU AI Act requires demonstrable AI literacy (Article 4). Employees must understand what AI does and does not do, what dangers are associated with it, and how to deal with it. This is not tool training. It is the ability to critically assess what AI delivers, what you can entrust to AI, and when AI is deceiving you.<\/p>

The most significant effect lies at the heart of the shadow AI issue. An employee who is unaware that a free chatbot might reuse their input for training, or that outputs without verification lead to reputational damage, does not see why they are prohibited from uploading customer data or source code. A formal prohibition then remains a rule lacking understanding, and rules lacking understanding are ignored in the shadows. An employee who <em>does<\/em> understand the dangers is more likely to choose the responsible route themselves, even without IT monitoring.<\/p>

AI literacy is therefore the silent foundation beneath the Shadow AI Matrix. It makes the difference between policy that looks good on paper and policy that works in the workplace. An organization that wants to direct rather than prohibit cannot do without it.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Two scans, two sides<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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In our work, we see this relationship in every organization we look inside. And the picture only becomes complete when we measure it from two sides.<\/p>

On the one hand, there is the Team Scan<\/a>. It examines what employees actually do with AI. Which tools, in which contexts (private, work, both), how often, and what impact they experience. What are their training needs? Which prerequisites are they lacking? And yes, how significant is shadow usage? The Team Scan maps the workplace along nine dimensions, based on validated scientific models for technology acceptance.<\/p>

On the other hand, there is the Maturity Scan<\/a>. It does not look at what employees do, but at where the organization stands as a whole. Is there an AI strategy? Is governance in place? Is there an AI literacy program running that aligns with Article 4 of the EU AI Act? Is the data infrastructure in order? Are roles and responsibilities clear?<\/p>

Together, these two tell the story behind the Shadow AI score. The Team Scan shows the willingness of employees and where the need for AI actually clashes. The Maturity Scan shows how well the organization accommodates that willingness. The difference between the two determines which quadrant of the Shadow AI Matrix you fall into.<\/p>

An organization might score well on governance on the Maturity Scan, while simultaneously seeing on the Team Scan that a third of its consultants use their own tools. This is not a failure of governance, but a mismatch signal: the governance does not align with the actual work. Another organization might see on the Team Scan that employees are eager to get started, while the Maturity Scan reveals that there is no framework yet. This is not a problem of the shop floor, but a difference in pace between practice and management.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Four directions, one choice<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Prohibit<\/strong><\/h6>

It doesn't work. It shifts usage to personal accounts and thereby out of sight. The figure drops to zero in your proxy logs, but the reality remains.<\/p>

Tolerate<\/strong><\/h6>

Passive acceptance. It offers peace of mind compared to prohibition, but solves nothing. The risks remain, but the building blocks are missing.<\/p>

Facilitate<\/strong><\/h6>

Offering a central, secure AI environment that actually improves work. The best alternative to private tools is a better internal offering. This is the direction many organizations are now moving in.<\/p>

Directing<\/strong><\/h6>

Taking it a step further. Not just enabling, but actively shaping. Policy that keeps pace with the workplace. A feedback loop between IT, policy, and employees. AI literacy as part of the policy, so that employees recognize the dangers of working with sensitive customer information themselves and identify the responsible course of action. Adoption and governance scale up together.<\/p>

My plea: go for directing. Not because it sounds fashionable. But because the other three options assume control over AI usage. Directing is about giving direction to what is already happening. It acknowledges that employees will always win, and converts that energy into something that moves the organization forward.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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Source<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Gillespie, N., Lockey, S., Ward, T., Macdade, A., & Hassed, G. (2025). Trust, attitudes and use of artificial intelligence: A global study 2025. University of Melbourne and KPMG. Global study of 48,000 employees in 47 countries. The figure refers to the combined measurement that 571,33T of employees hide their AI use and present AI-generated work as their own.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t

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About the author<\/h2>\t\t\t\t<\/div>\n\t\t\t\t
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Joos Luteijn has worked in strategy, technology, and organizational development for over 20 years, with teams of up to 45 professionals. Through Transforming the Dots, he helps organizations get a grip on AI adoption via research, advice, and coaching. He is a guest expert on the Studio Beeckestijn podcast about AI adoption.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"

Schaduw AI: vloek of zegen? 16 mei 2026  \u00b7  Joos Luteijn  \u00b7  8 minuten leestijd Veel werkgevers verbieden ChatGPT, Copilot of Claude, of zetten er proxies omheen. De argumenten zijn valide: privacy, security, EU AI Act. Niemand wil dat klantgegevens of broncode in een gratis chatbot belanden bij de bigtech in de USA. De zorgen […]<\/p>\n","protected":false},"author":1,"featured_media":4721,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_seopress_titles_title":"%%title%% %%page%% %%sep%% %%sitename%%","_seopress_titles_desc":"Een hoog Shadow AI-percentage is geen alarm en een laag percentage geen geruststelling. Wat zegt het echt over jouw organisatie?","_seopress_robots_index":"","_seopress_robots_follow":"","_seopress_robots_imageindex":"","_seopress_robots_snippet":"","_seopress_robots_primary_cat":"0","_seopress_robots_breadcrumbs":"","_seopress_robots_freeze_modified_date":"","_seopress_robots_custom_modified_date":"","_seopress_robots_canonical":"","_seopress_social_fb_title":"","_seopress_social_fb_desc":"","_seopress_social_fb_img":"","_seopress_social_fb_img_attachment_id":0,"_seopress_social_fb_img_width":0,"_seopress_social_fb_img_height":0,"_seopress_social_twitter_title":"","_seopress_social_twitter_desc":"","_seopress_social_twitter_img":"","_seopress_social_twitter_img_attachment_id":0,"_seopress_social_twitter_img_width":0,"_seopress_social_twitter_img_height":0,"_seopress_redirections_value":"","_seopress_redirections_enabled":"","_seopress_redirections_enabled_regex":"","_seopress_redirections_logged_status":"","_seopress_redirections_param":"","_seopress_redirections_type":0,"_seopress_analysis_target_kw":"","_angie_page":false,"page_builder":"","_joinchat":[],"footnotes":""},"categories":[1],"tags":[40],"class_list":["post-4580","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-uncategorized","tag-schaduw-ai"],"post_meta_fields":{"_edit_lock":["1780468467:1"],"_crdt_document":["{\"document\":\"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\",\"updateId\":895490147}"],"_edit_last":["1"],"_yoast_wpseo_primary_category":[""],"_yoast_wpseo_content_score":["90"],"_yoast_wpseo_estimated-reading-time-minutes":["10"],"_elementor_edit_mode":["builder"],"_elementor_template_type":["wp-post"],"_elementor_version":["4.1.1"],"_elementor_pro_version":["4.0.4"],"_wp_page_template":["default"],"_elementor_data":["[{\"id\":\"26341273\",\"elType\":\"container\",\"settings\":{\"boxed_width\":{\"unit\":\"px\",\"size\":750,\"sizes\":[]},\"flex_direction\":\"column\",\"flex_align_items\":\"stretch\",\"flex_gap\":{\"column\":\"0\",\"row\":\"0\",\"unit\":\"px\",\"size\":0,\"isLinked\":true},\"padding\":{\"unit\":\"px\",\"top\":\"20\",\"right\":\"0\",\"bottom\":\"20\",\"left\":\"0\",\"isLinked\":false},\"_title\":\"Artikel content\",\"padding_mobile\":{\"unit\":\"px\",\"top\":\"10\",\"right\":\"10\",\"bottom\":\"10\",\"left\":\"10\",\"isLinked\":true}},\"elements\":[{\"id\":\"6bcba363\",\"elType\":\"widget\",\"settings\":{\"title\":\"Schaduw AI: vloek of zegen?\",\"header_size\":\"h1\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"0\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":42,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"641ec841\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

16 mei 2026  \\u00b7  Joos Luteijn  \\u00b7  8 minuten leestijd<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"57cdc1bd\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Veel werkgevers verbieden ChatGPT, Copilot of Claude, of zetten er proxies omheen. De argumenten zijn valide: privacy, security, EU AI Act. Niemand wil dat klantgegevens of broncode in een gratis chatbot belanden bij de bigtech in de USA. De zorgen zijn terecht.<\\\/p>

En toch werkt het niet.<\\\/p>

Een verbod stopt het gebruik namelijk niet. Het maakt het alleen onzichtbaar. Uit een wereldwijd onderzoek van KPMG en University of Melbourne onder 48.000 medewerkers in 47 landen blijkt dat 57% van de werknemers hun AI-gebruik op het werk verbergt en AI-gegenereerd werk als eigen werk presenteert. Het is een gecombineerd cijfer: verbergen \\u00e9n eigen-werk-claimen lopen samen. Voor het schaduw-AI vraagstuk is vooral het verbergen relevant. Dit verborgen gebruik noemen we schaduw-AI.<\\\/p>

Mijn stelling: een AI-verbod zegt meer over de organisatie dan over de medewerker.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"ea9dc69\",\"elType\":\"widget\",\"settings\":{\"image\":{\"url\":\"https:\\\/\\\/transformingthedots.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/TTD-Schaduw-AI-header.png\",\"id\":4733,\"size\":\"\",\"alt\":\"\",\"source\":\"library\"},\"image_border_radius\":{\"unit\":\"px\",\"top\":\"10\",\"right\":\"10\",\"bottom\":\"10\",\"left\":\"10\",\"isLinked\":true}},\"elements\":[],\"widgetType\":\"image\"},{\"id\":\"62c4405\",\"elType\":\"widget\",\"settings\":{\"title\":\"Wat het cijfer \\u00e9cht zegt\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"2acff49d\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Dat schaduw-AI percentage zegt op zichzelf nog niets. Hoog is geen alarm, laag is geen geruststelling. Het gaat om de combinatie, de dynamiek tussen het beleid van de werkgever en het gedrag van de werknemer.<\\\/p>

Want denk eens door: als de organisatie veilige en bruikbare AI faciliteert, en medewerkers dat aanbod kennen, dan vervalt de logische reden om uit te wijken naar persoonlijke abonnementen. Het percentage zakt. Niet door verboden, maar omdat het alternatief gewoon beter is.<\\\/p>

Tegelijkertijd geldt: als medewerkers geen behoefte voelen aan AI in hun werk, ontstaat er ook geen schaduwgebruik. Niet vanwege controle, maar vanwege ontbrekende motivatie.<\\\/p>

Een laag percentage kan dus twee kanten op vallen. Het kan zijn omdat de organisatie het netjes geregeld heeft. Of omdat de werkvloer in slaap is.<\\\/p>

Zet je beleid en gedrag tegen elkaar af, dan ontstaan er vier herkenbare situaties. Ik noem dit de Schaduw-AI Matrix.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"6f8631ac\",\"elType\":\"widget\",\"settings\":{\"title\":\"De Schaduw-AI Matrix\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"7826df35\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

\\u00a0Op de horizontale as: AI-beleid van de werkgever (afwezig of restrictief versus aanwezig en passend). Op de verticale as: schaduw-AI gebruik door medewerkers (laag versus hoog). Vier kwadranten.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"018c0c4\",\"elType\":\"widget\",\"settings\":{\"image\":{\"url\":\"https:\\\/\\\/transformingthedots.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/TTD-Schaduw-AI-matrix.png\",\"id\":4709,\"size\":\"\",\"alt\":\"\",\"source\":\"library\"}},\"elements\":[],\"widgetType\":\"image\"},{\"id\":\"1132e5ec\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Stilstand \\u2014 geen beleid, laag schaduw-AI<\\\/strong><\\\/h5>

Geen schaduw-AI te bekennen. Maar ook geen interne adoptie, geen ervaring, geen leereffect. Niemand zet de eerste stap, niemand voelt urgentie. Het lijkt op rust, maar het is achterstand. Ooit\\u2026<\\\/p>


Wildgroei \\u2014 geen beleid, hoog schaduw-AI<\\\/strong><\\\/h5>

Van bovenaf komt er niets, dus mensen regelen het zelf. Eigen accounts, eigen prompts, eigen risico\\u2019s. De energie is er. De richting niet. Bloedlink. Voor IT spannend, voor compliance ongemakkelijk. Klantgegevens belanden in publieke modellen, kennis blijft bij individuen, AI-geletterdheid (artikel 4 EU AI Act) is niet aantoonbaar geborgd. Het is ook het signaal dat er energie is op de werkvloer; de vraag is alleen of de leiding die energie nog v\\u00f3\\u00f3r is, of er definitief achter aanloopt.<\\\/p>

Mismatch \\u2014 beleid aanwezig, hoog schaduw-AI<\\\/strong><\\\/h5>

Misschien wel de meest pijnlijke situatie. De licenties zijn aangeschaft, het beleid is geschreven, er is een centrale AI-omgeving. En t\\u00f3ch blijven medewerkers naar priv\\u00e9-abonnementen grijpen. Het offici\\u00eble aanbod sluit niet aan op de praktijk. Mensen kiezen de weg eromheen, adoptie mislukt. Geen falen van governance, maar een afstand tussen wat is uitgerold en wat op de werkvloer nodig is. Vaak ontbreekt een goede dialoog tussen medewerkers en beleidsmakers; het beleid wordt gevoeld als rem, niet als steun.<\\\/p>

Balans \\u2014 beleid passend, laag schaduw-AI<\\\/strong><\\\/h5>

Hier zakt het schaduw-AI percentage vanzelf. Niet omdat medewerkers stoppen met AI, maar omdat ze het via de offici\\u00eble weg doen. Beleid en gebruik lopen samen op. Werkvloer en regie vinden elkaar in een feedback loop. Privacy, security, AVG \\u00e9n EU AI Act zijn geborgd binnen de werkstroom. Adoptie en governance schalen samen op. Het walhalla.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"36a5dc0d\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Tegelijkertijd geldt: als medewerkers geen behoefte voelen aan AI in hun werk, ontstaat er ook geen schaduwgebruik. Niet vanwege controle, maar vanwege ontbrekende motivatie.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"1da7d393\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Een laag Shadow AI-percentage kan dus twee kanten op vallen. Het kan zijn omdat de organisatie het netjes geregeld heeft. Of omdat de werkvloer in slaap is.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"a1fecb9\",\"elType\":\"widget\",\"settings\":{\"title\":\"Risico of groeipotentieel?\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"384a1109\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

De Schaduw-AI Matrix laat twee dingen tegelijk zien.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"a8c3022\",\"elType\":\"widget\",\"settings\":{\"image\":{\"url\":\"https:\\\/\\\/transformingthedots.nl\\\/wp-content\\\/uploads\\\/2026\\\/05\\\/TTD-Schaduw-AI-matrix-2.png\",\"id\":4714,\"size\":\"\",\"alt\":\"\",\"source\":\"library\"}},\"elements\":[],\"widgetType\":\"image\"},{\"id\":\"b28cc26\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

De bovenste rij (Wildgroei en Mismatch) toont direct risico. Hoog schaduw-AI betekent dat klantgegevens, broncode en strategische informatie ergens belanden waar je geen zicht op hebt. Compliance, security en privacy staan onder druk.<\\\/p>

De rechter kolom (Mismatch en Balans) toont groeipotentieel. Beleid en infrastructuur zijn de basis waarop AI kan schalen, waarop ervaring kan worden opgedaan, waarop talent zich kan ontwikkelen.<\\\/p>

Mismatch heeft beide: risico \\u00e9n bouwstenen voor groei. Het is verbeterbaar als de organisatie de afstand tussen beleid en praktijk durft te dichten. Balans heeft alleen groei, geen risico; daar wil je naartoe.<\\\/p>

En dan is er Stilstand.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"38b68772\",\"elType\":\"widget\",\"settings\":{\"title\":\"Pas op met Stilstand\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"7b6947b3\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Een laag schaduw-AI percentage oogt wellicht geruststellend. Maar Stilstand is feitelijk het grootste risico-kwadrant.<\\\/p>

Geen beleid, geen ervaring, geen leereffect. Concurrenten bouwen voorsprong op die later moeilijk in te halen is. Talent dat met AI wil werken zoekt elders een omgeving. En als straks externe druk komt \\u2014 wetgeving, klanten, markt \\u2014 staat de organisatie zonder bouwstenen.<\\\/p>

Wie het schaduw-AI cijfer leest zonder die twee assen erbij te nemen, leest het verkeerd.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"2c6b3060\",\"elType\":\"widget\",\"settings\":{\"title\":\"AI-geletterdheid: het stille fundament\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"47af7c20\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Wanneer ik AI-beleid noem, gaat het niet alleen om welke tools je faciliteert of welke proxies je instelt. Het gaat ook om wat je doet met de mensen die met die tools werken.<\\\/p>

De EU AI Act vraagt sinds februari 2025 om aantoonbare AI-geletterdheid (artikel 4). Medewerkers moeten begrijpen wat AI doet en niet doet, welke gevaren eraan kleven, en hoe ze ermee om moeten gaan. Dat is geen tool-training. Het is het vermogen om kritisch te beoordelen wat AI levert, wat je AI mag toevertrouwen, en wanneer AI je in de luren legt.<\\\/p>

Het belangrijkste effect zit in het hart van het schaduw-AI vraagstuk. Een medewerker die niet weet dat een gratis chatbot zijn input mogelijk hergebruikt voor training, of dat outputs zonder verificatie tot reputatieschade leiden, ziet niet waarom hij geen klantgegevens of broncode mag uploaden. Een formeel verbod blijft dan een regel zonder begrip, en regels zonder begrip worden in de schaduw genegeerd. Een medewerker die de gevaren w\\u00e9l snapt, kiest vaker zelf voor de verantwoorde route. Ook zonder dat IT meekijkt.<\\\/p>

AI-geletterdheid is daarmee het stille fundament onder de Schaduw-AI Matrix. Het maakt het verschil tussen beleid dat op papier mooi staat en beleid dat werkt op de werkvloer. Een organisatie die wil regisseren in plaats van verbieden, kan niet zonder.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"188c661\",\"elType\":\"widget\",\"settings\":{\"title\":\"Twee scans, twee kanten\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"a4f695d\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

In ons werk zien we deze verhouding bij elke organisatie waar we naar binnen kijken. En het beeld wordt pas compleet als we het van twee kanten meten.<\\\/p>

Aan de ene kant is er de Team Scan<\\\/a>. Die kijkt naar wat medewerkers feitelijk doen met AI. Welke tools, in welke contexten (priv\\u00e9, werk, beide), hoe vaak, welke impact ervaren ze. Wat is hun trainingsbehoefte. Welke randvoorwaarden missen ze. En ja, hoe groot is het schaduwgebruik. De Team Scan brengt de werkvloer in kaart langs negen dimensies, gebaseerd op gevalideerde wetenschappelijke modellen voor technologie-acceptatie.<\\\/p>

Aan de andere kant is er de Maturity Scan<\\\/a>. Die kijkt niet naar wat medewerkers doen, maar naar waar de organisatie als geheel staat. Is er een AI-strategie? Is governance belegd? Loopt er een AI-geletterdheidsprogramma dat aansluit op artikel 4 van de EU AI Act? Is de data-infrastructuur op orde? Zijn rollen en verantwoordelijkheden helder?<\\\/p>

Die twee samen vertellen het verhaal achter het schaduw-AI cijfer. De Team Scan laat zien hoe groot de wil van medewerkers is, en waar de behoefte aan AI feitelijk wringt. De Maturity Scan laat zien hoe goed de organisatie die wil opvangt. Het verschil tussen die twee bepaalt in welk kwadrant van de Schaduw-AI Matrix je staat.<\\\/p>

Een organisatie kan op de Maturity Scan netjes scoren op governance, en tegelijk op de Team Scan zien dat een derde van haar adviseurs eigen tools gebruikt. Dat is geen falen van de governance, maar een Mismatch-signaal: de governance sluit niet aan op het feitelijke werk. Een andere organisatie kan op de Team Scan zien dat medewerkers staan te trappelen, terwijl de Maturity Scan laat zien dat er nog geen kader is. Geen probleem van de werkvloer, maar een tempo-verschil tussen praktijk en sturing.<\\\/p>\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]},\"text_color\":\"#324A6D\"},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"6e86e63e\",\"elType\":\"widget\",\"settings\":{\"space\":{\"unit\":\"px\",\"size\":30,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"spacer\"},{\"id\":\"19d8b2b\",\"elType\":\"widget\",\"settings\":{\"title\":\"Vier richtingen, \\u00e9\\u00e9n keuze\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"49575170\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Verbieden<\\\/strong><\\\/h6>

Werkt niet. Het verschuift het gebruik naar persoonlijke accounts en daarmee buiten elk zicht. Het cijfer zakt naar nul in je proxylogs, maar de werkelijkheid blijft.<\\\/p>

Gedogen<\\\/strong><\\\/h6>

Passief toelaten. Geeft rust ten opzichte van verbieden, maar lost niets op. De risico\\u2019s blijven, de bouwstenen ontbreken.<\\\/p>

Faciliteren<\\\/strong><\\\/h6>

Een centrale, veilige AI-omgeving aanbieden die het werk daadwerkelijk verbetert. Het beste alternatief tegen priv\\u00e9-tools is een beter intern aanbod. Dit is de richting waar veel organisaties nu naar bewegen.<\\\/p>

Regisseren<\\\/strong><\\\/h6>

Een stap verder. Niet alleen mogelijk maken, maar actief vormgeven. Beleid dat meeloopt met de werkvloer. Een feedback loop tussen IT, beleid en medewerkers. AI-geletterdheid als onderdeel van het beleid, zodat medewerkers de gevaren van werken met gevoelige klantinformatie zelf inzien en de verantwoorde route herkennen. Adoptie en governance schalen samen op.<\\\/p>

Mijn pleidooi: ga voor regisseren. Niet omdat het modieus klinkt. Maar omdat de andere drie opties uitgaan van controle over AI-gebruik. Regisseren gaat over richting geven aan wat al gebeurt. Het erkent dat medewerkers altijd zullen winnen, en zet die energie om in iets dat de organisatie verder brengt.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"116e110\",\"elType\":\"widget\",\"settings\":{\"title\":\"Bron\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"ead8946\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Gillespie, N., Lockey, S., Ward, T., Macdade, A., & Hassed, G. (2025). Trust, attitudes and use of artificial intelligence: A global study 2025. University of Melbourne en KPMG. Wereldwijd onderzoek onder 48.000 werknemers in 47 landen. Het cijfer betreft de gecombineerde meting dat 57% van werknemers hun AI-gebruik verbergt en AI-gegenereerd werk als eigen presenteert.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"},{\"id\":\"939cc1f\",\"elType\":\"widget\",\"settings\":{\"title\":\"Over de auteur\",\"title_color\":\"#1C244B\",\"_margin\":{\"unit\":\"px\",\"top\":\"30\",\"right\":\"0\",\"bottom\":\"10\",\"left\":\"0\",\"isLinked\":false},\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":32,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":26,\"sizes\":[]},\"typography_font_size_mobile\":{\"unit\":\"px\",\"size\":22,\"sizes\":[]},\"typography_font_weight\":\"600\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.2,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"heading\"},{\"id\":\"6e55d931\",\"elType\":\"widget\",\"settings\":{\"editor\":\"

Joos Luteijn werkt 20+ jaar in strategie, technologie en organisatieontwikkeling, met teams tot 45 professionals. Vanuit Transforming the Dots helpt hij organisaties grip te krijgen op AI-adoptie via onderzoek, advies en coaching. Hij is gastexpert in de Studio Beeckestijn-podcast over AI-adoptie.<\\\/p>\",\"align\":\"left\",\"align_mobile\":\"left\",\"text_color\":\"#324A6D\",\"typography_typography\":\"custom\",\"typography_font_family\":\"Poppins\",\"typography_font_size\":{\"unit\":\"px\",\"size\":16,\"sizes\":[]},\"typography_font_size_tablet\":{\"unit\":\"px\",\"size\":14,\"sizes\":[]},\"typography_font_weight\":\"300\",\"typography_line_height\":{\"unit\":\"em\",\"size\":1.5,\"sizes\":[]}},\"elements\":[],\"widgetType\":\"text-editor\"}],\"isInner\":false}]"],"_yoast_wpseo_title":["%%title%% %%page%% %%sep%% %%sitename%%"],"_yoast_wpseo_metadesc":["Een hoog Shadow AI-percentage is geen alarm en een laag percentage geen geruststelling. Wat zegt het echt over jouw organisatie?"],"_thumbnail_id":["4721"],"rank_math_analytic_object_id":["2"],"_seopress_titles_title":["%%title%% %%page%% %%sep%% %%sitename%%"],"_seopress_titles_desc":["Een hoog Shadow AI-percentage is geen alarm en een laag percentage geen geruststelling. Wat zegt het echt over jouw organisatie?"],"_seopress_robots_primary_cat":["0"],"_wp_old_slug":["elementor-4580"],"_elementor_controls_usage":["a:5:{s:7:\"heading\";a:3:{s:5:\"count\";i:10;s:15:\"control_percent\";i:0;s:8:\"controls\";a:1:{s:7:\"content\";a:1:{s:13:\"section_title\";a:2:{s:5:\"title\";i:10;s:11:\"header_size\";i:1;}}}}s:11:\"text-editor\";a:3:{s:5:\"count\";i:15;s:15:\"control_percent\";i:0;s:8:\"controls\";a:1:{s:7:\"content\";a:1:{s:14:\"section_editor\";a:1:{s:6:\"editor\";i:15;}}}}s:5:\"image\";a:3:{s:5:\"count\";i:3;s:15:\"control_percent\";i:0;s:8:\"controls\";a:1:{s:7:\"content\";a:1:{s:13:\"section_image\";a:1:{s:5:\"image\";i:3;}}}}s:6:\"spacer\";a:3:{s:5:\"count\";i:1;s:15:\"control_percent\";i:0;s:8:\"controls\";a:1:{s:7:\"content\";a:1:{s:14:\"section_spacer\";a:1:{s:5:\"space\";i:1;}}}}s:9:\"container\";a:3:{s:5:\"count\";i:1;s:15:\"control_percent\";i:0;s:8:\"controls\";a:0:{}}}"],"_elementor_css":["a:6:{s:4:\"time\";i:1784986882;s:5:\"fonts\";a:1:{i:0;s:7:\"Poppins\";}s:5:\"icons\";a:0:{}s:20:\"dynamic_elements_ids\";a:0:{}s:6:\"status\";s:4:\"file\";i:0;s:0:\"\";}"],"_elementor_page_assets":["a:2:{s:6:\"styles\";a:3:{i:0;s:14:\"widget-heading\";i:1;s:12:\"widget-image\";i:2;s:13:\"widget-spacer\";}s:7:\"scripts\";a:1:{i:0;s:18:\"elementor-frontend\";}}"],"_elementor_element_cache":["{\"timeout\":1785080482,\"value\":{\"content\":\"

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Pas op met Stilstand<\\\/h2>\\t\\t\\t\\t<\\\/div>\\n\\t\\t[elementor-element k=\\\"456a2ee0873311c08c6e19fc7b1a3489\\\" data=\\\"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\\\"]\\t\\t
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AI-geletterdheid: het stille fundament<\\\/h2>\\t\\t\\t\\t<\\\/div>\\n\\t\\t[elementor-element k=\\\"456a2ee0873311c08c6e19fc7b1a3489\\\" data=\\\"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\\\"]\\t\\t
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Twee scans, twee kanten<\\\/h2>\\t\\t\\t\\t<\\\/div>\\n\\t\\t[elementor-element k=\\\"456a2ee0873311c08c6e19fc7b1a3489\\\" data=\\\"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\\\"]\\t\\t
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<\\\/div>\\n\\t\\t<\\\/div>\\n\\t\\t\\t\\t\\t\\t<\\\/div>\\n\\t\\t\\t\\t
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Vier richtingen, \\u00e9\\u00e9n keuze<\\\/h2>\\t\\t\\t\\t<\\\/div>\\n\\t\\t[elementor-element k=\\\"456a2ee0873311c08c6e19fc7b1a3489\\\" data=\\\"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\\\"]\\t\\t
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