AI raises a different question in each part of the enterprise. Choose your function to see what you can expect, what the solution gives you, and what you will be able to show.
Set the AI direction on evidence, and align the enterprise behind it.
A traceable return on AI investment that stands up to the board
AI-enabled products and services in market before rivals
A simple, confident position on AI to repeat in front of the board, investors and regulators
Data residency and sovereignty rules that block use cases
AI errors reaching customers or the public
Committing capital without an evidence-based view of what the organisation can do today
A measured baseline of AI capability at each level, before direction is set or budget committed
A leadership session that converts divergent expectations into an agreed direction, decision rights and guardrails
Capability developed at every level, so the direction is executed beyond the executive floor
A results report against the baseline, and a quarterly check afterwards
An AI strategy on a page, with roles and expectations by level
Capability before and after, per level, on a government-backed standard
The behavioural risks of adoption, named and tracked
Clear roles and expectations for AI, at every level.
A workforce that adopts AI without the anxiety and quiet resistance that stall new tools
A clear picture of who holds which AI capability across a large, dispersed workforce
Progress against national talent development targets without sacrificing performance
Turnover in frontline roles that resets capability every year
Role change arriving before any development plan exists
AI accountabilities that nobody has defined
A capability baseline by level and role, on a government-backed standard
AI accountabilities defined per role: what executives, managers and professionals are each expected to do
Behaviour change followed up four weeks on, rated by participants and their managers
Personal development plans that respond to AI-driven change in each role
Readiness per level and role, with the evidence behind each score
A workforce transformation plan owned by leadership
Progress against national talent development targets
Learning built on your work, measured on knowledge, skills and behaviour.
AI learning that transfers to the job because the examples are the organisation's own work
Cohorts that work at every level of fluency without leaving anyone behind
Skill gains to report, rather than attendance hours
Habits that revert once a one-off session ends
Generic vendor content that does not match real work
Ownership of the AI capability agenda passing to vendors or IT
A curriculum mapped to a public, government-backed competency standard and tailored to your industry, tools and baseline
Cases from your own operations, with deliverables retained as evidence
Knowledge, skills and behaviours assessed separately, before and after
A cohort report per level, per competency
Knowledge gains on the same assessment before and after
Assessed deliverables from real work
Behaviour that has held at four weeks, or the data showing where it has not
Adoption that keeps pace with the platform, on your security terms.
Adoption that matches the investment in the platform, measured beyond licence counts
Sanctioned, observable AI use in place of workarounds
A workforce ready for the roadmap, not behind it
Confidential data flowing through personal accounts when sanctioned tools fall short
Use expanding from low to high stakes without verification standards rising to match
Vendor lock-in on a five-year view, and persuasive fabricated content reaching sign-off
Delivery on your sanctioned tools, or in an enterprise-grade secure sandbox with named data residency
Verification practice that holds across a change of model or vendor
Managers and executives equipped to assess any AI tool before it is procured
Adoption measured by level, against the roadmap
A sanctioned tool list and an AI usage policy
Adoption measured by level, against the roadmap
An incident escalation path and risk register entries
We will come back within two working days to plan the Assess phase with you.
3 to 4 weeks
A short survey, structured interviews and an inventory of the AI tools already in use establish where each level of the organisation stands.
A survey of each level to be assessed, mapped to the competency standard
Structured interviews with executives, a sample of managers and a sample of professionals
An inventory of the AI tools in use, sanctioned and unsanctioned
A baseline of what people know, can do and actually do with AI, per level
You get A capability baseline per level and a recommended scope.