Most AI training is a lunch-and-learn: an hour of generic prompts, a few people get excited, and a month later nothing has changed. The people who were already experimenting keep experimenting, and everyone else goes back to how they worked before.
This program is built the other way round. It starts from what each department does all day, and it ends with each team holding a handful of things they use every week. I sit with the people doing the work, not just the people who booked the training.
Who this is for
- Your company has licenses for ChatGPT, Copilot, Claude or Gemini, and adoption is a few power users and everyone else waiting.
- Leadership has asked for AI training and you want something that sticks past the training week.
- You have several departments whose work has little in common, so one generic session would fit none of them.
Before any of this starts
Every engagement starts the same way, whichever one you pick. It takes a few conversations, on purpose: you are choosing someone your teams will work with directly, and the scope comes out of those conversations.
- 1
Intro call
You
Thirty minutes to hear where your company is with AI, what leadership is asking you for, and what you are trying to get done. It is enough to tell whether a longer conversation is worth having, and that is all it needs to do.
- 2
Discovery sessions
You first, then your leadership team
Usually two or three, each about an hour. The first is with you: your issues, priorities, and concerns, properly, often with some hands-on work so you can see how I operate. Then a level-set with the people who will have to approve this, on a call or in person: my approach, what I expect from your side, and what the engagement would look like. This is where the scoping starts.
- 3
Proposal and statement of work
You and leadership
Based on what came out of discovery, I send a short proposal: what we would do, in what order, and what it costs. Once everyone is comfortable with it, it becomes a signed statement of work.
- 4
The work starts
Everyone
Sessions get scheduled around your priorities and your team's availability. Everything I produce lives in your systems, and you own it whether or not we work together again.
How it runs
Once the scope is agreed, this is the work.
- 1
A short survey before the first session
Everyone who will be trained
Five questions to everyone who will be in the room: which tools they use, how often, what for, and what they are nervous about. It tells me each team's starting point before I walk in, and it doubles as the baseline we measure against at the end. Nobody has to prepare anything else.
- 2
Ground rules before anyone is trained
You, IT, and whoever owns data and security
Training people on a tool they are not allowed to use is wasted time. Before the first session we settle which tools the company sanctions and write a one-page usage rule: what data can go where, what needs approval, what is off limits. Most companies do not have this yet. If yours does, this step takes ten minutes.
- 3
Fundamentals for everyone
The whole company, or one department at a time if you prefer
One session, live, that puts everyone on the same footing: what these tools are good at, what they are bad at, how to give them context, and how to check their work. Company-wide or department-wide depends on your size and how far apart your teams are. Either way, nobody leaves this session with a list of prompts to memorize. They leave knowing how to think about the tool.
- 4
Department sessions on real work
Each department, with its lead in the room
This is the core of the program. Each team brings two or three recurring tasks that eat their week, and we work on those, live, in the tools they will use. Accounting works on month-end reconciliation and vendor emails. The field team works on daily reports and photo documentation. By the end of the session each team has saved prompts and small automations for its own tasks, written into a playbook it keeps.
- 5
Individual sessions and office hours
Anyone who wants them
After the department sessions, people book time with me directly through a signup sheet or a booking link, as they need it. Some want to go deeper on their own workflow. Some hit a wall and want it fixed before it becomes a reason to stop. I also name a champion in each department, the person others can ask when I am not there.
- 6
Follow-up and what changed
You and the department leads
About a month after the last session I run the survey again and sit with the leads to see what stuck, what did not, and why. You get a short written summary of adoption by department, the hours people report saving, and what I would do next. That is the page you take upstairs.
What you get
- A one-page AI usage rule your security and legal people will sign off on
- One fundamentals session for the whole company, recorded if you want it
- One working session per department, on that department's own tasks
- A playbook per department: the prompts and small automations they built, in their words
- Individual sessions and office hours through the program
- A named champion in each department
- A follow-up survey and a written summary of what changed, for leadership
What it takes from your team
One fundamentals session for everyone, one working session of two to three hours per department, and whatever individual time people choose to book. Department leads spend about an hour more than their teams, on the intro and the follow-up.
What it does not include
Building production automations. If a department session surfaces something worth building properly, a reporting pipeline, an agent against your ERP, I will scope it separately rather than fold it into training and do it badly.
Is it a fit?
Thirty minutes, no pitch deck. Tell me where your company is with AI and what leadership is asking you for, and I'll tell you honestly whether this is the right shape, or whether one of the other two fits better.