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AI Enablement
Make your people confident with AI.
Turn the tools you bought into skills people use.
For HR, L&D, COOs and department heads.
How it works
- Where people are1 week
- Training by role2 weeks
- Internal champions6 weeks
- HandoverOngoing
First step: written scope.
You can see the problem already.
You do not need a maturity model. You need a plan that changes the work.
Tools bought, not used
You bought AI tools. Few people use them every week.
Unapproved tools
People use tools that were never approved. Client data goes with them.
Training without a task
The course ends. Monday looks the same.
How the work runs.
Each step has a deliverable, an owner and a date.
1 week
Where people are
Find out what people can already do, and where they get stuck.
- Who does what
- How often AI is used
- Where unapproved tools are used
2 weeks
Training by role
Build a track for leaders, managers and daily users.
- Skills by role
- Training per role
- Step-by-step task guides
6 weeks
Internal champions
Train a small group to help others and run the first use cases.
- Champion toolkit
- How to run a session
- First use cases in use
Ongoing
Handover
Make HR and the business own it.
- Usage dashboard
- Train your own trainers
- Quarterly refresher
What you get.
A real document or tool your team can use on Monday.
A sample of the card each role gets. The training uses your workflows.
What they learn
How to choose a portfolio, read a value case and ask the risk questions.
What they can do
A funded portfolio and a board-level decision.
How it is measured
Decision quality and time to value.
What we measure.
A baseline before the work, one owner, and a small set of measures agreed in writing.
Weekly use
Not licences. Actual use.
Hours saved
Measured per team.
Confidence
Before and after training.
Approved tools only
Policy followed.
See also
Talk about a programmeIs this just prompt training?
No. Prompting is one part. The work is about real tasks and whether people use them.
Do you train everyone?
Yes, but not the same way. Leaders, managers and daily users need different things.
Who owns it afterwards?
HR and the business. We leave your own trainers behind.
Next step
Make the training change the work.
One conversation about who needs to learn what, and which tasks should change.