Managing change across a large institution like a university is no small feat—especially when the pace of technology feels like it’s accelerating by the day. For Emily Warren, Head of HR and Change Management at Lakeshore University, the challenge wasn’t just about choosing the “right” technology. It was about ensuring any new tools—particularly those powered by AI—aligned with the university’s unique workflows, respected budget constraints, and were introduced at a pace staff could actually embrace.
“We had AI tools thrown at us from every direction,” Emily recalls. “Job roles were shifting, new platforms were launching weekly, and our leadership team was asking for a plan that balanced innovation with real-world practicality.”
The Challenge: More Noise Than Clarity
Lakeshore University’s various departments—from admissions to research—were already running on a patchwork of systems. Adding AI into the mix risked creating confusion rather than clarity. The HR department was receiving multiple vendor pitches per week, each promising transformative results, but without clear evidence of how they would integrate into existing operations.
The real bottleneck? Lack of actionable, data-backed recommendations. Emily and her team had plenty of data—interview transcripts, job descriptions, process documentation—but no efficient way to consolidate it, analyze it, and turn it into a cohesive action plan.
The RecoPath Approach
RecoPath offered Emily a different route. Instead of starting with vendors’ promises, the platform began by pulling together all relevant internal data:
Job descriptions & departmental requirements
Existing software usage patterns
Salary benchmarks & staffing models
Identified process gaps from staff feedback
Using its AI reasoning layer, RecoPath processed this information and delivered a clear, human-readable diagnostic report. This report didn’t just say “use AI” — it outlined specific opportunities for efficiency, highlighted areas where automation could safely be introduced, and flagged change management risks before they became issues.
From Insights to Action
With these insights in hand, Emily built a structured change management plan that she could confidently present to Lakeshore University’s executive board. The plan included:
Technology recommendations tailored to the university’s real workflows
Cost breakdowns to help secure budget approvals
Implementation timelines with key milestones
Training schedules to ensure staff readiness
Risk mitigation strategies for smooth adoption
Within weeks, the university had moved from “overwhelmed by options” to executing a coordinated AI adoption strategy—one that aligned with their values and operational needs.
The Result: Change Without the Chaos
Six months after the first RecoPath session, Lakeshore University successfully rolled out its first phase of AI-powered process improvements. Departments reported fewer manual bottlenecks, staff training completion rates exceeded expectations, and leadership had clear visibility into the ROI of each new tool.
“RecoPath didn’t just give us recommendations—it gave us a roadmap,” Emily says. “It met us where we were and made AI adoption feel like a strategic decision rather than a leap into the unknown.”
Takeaway:
For organizations like Lakeshore University, the future isn’t about adopting every shiny new AI tool. It’s about making thoughtful, data-driven choices that fit the institution’s culture, budget, and people. RecoPath’s ability to turn complexity into clarity is what made this transformation possible.
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