- The problem
- Everyone has a license. Nobody agrees on what good looks like.
- What we do
- Hands-on sessions on your own tools, with your real work, not a slide deck.
- You leave with
- A shared prompt library and a working practice.
AI readiness consulting for People teams
20 years in coaching and corporate talent development.
The CEO is asking HR for the AI plan. Get your team ready to write it.
Hands-on consulting on the tools you already have: fluency for your team, working builds, and a rollout the business trusts. Not a course catalog. With humans leading.
You leave with two or three concrete next steps, whether or not we work together. No pitch deck.
Where this usually starts
Most organizations have bought AI. Most employees still don't use it. Nearly half of US workers never use AI in their jobs, and only about one in ten use it daily (Gallup, Jan 2026). Access isn't adoption.
The CEO wants a plan, and a People function without a clear point of view on AI looks behind the business. CEOs themselves say 86% of their employees have the skills to work with AI while only 25% use it regularly, and 83% say AI success depends more on people adopting it than on the technology (IBM 2026 CEO Study).
HR owns the parts that go wrong. Only 40% of employees say their organization has any policy or guidance on AI use (KPMG / University of Melbourne, 2025). The sequence is people, then process, then tools. Buying software first is how you end up with licenses and no change.
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Everyone on the team has a license. Nobody agrees on what good looks like.
You can Learn It -
One person keeps building clever things. Everyone else is waiting to be told it's allowed.
You can Build It -
The CEO has read the reports on the future of HR and is looking at you for the plan.
You can Enable It
Who this is for
People leaders who want to lead this, not survive it.
The work is built for the people responsible for how an organization learns, hires, grows, and changes.
- Chief Human Resources Officers (CHROs)
- Chief People Officers
- Heads of HR
- Heads of Talent Development and Learning
- HR Business Partners
- The problem
- One person builds clever things. Everyone else waits to be told it's allowed.
- What we do
- We build with you: prototype in days, not quarters, then take it to production. Agents, tools, automations.
- You leave with
- Working builds your team owns. Recent builds: a five-minute AI readiness assessment, an AI-fluency course built by an agent, and a course-design agent that turns a brief into a working module.
- The problem
- The business is adopting AI unevenly, and HR owns the parts that go wrong: trust, skills, governance, and the managers in the middle.
- What we do
- We partner with you on the plan the CEO is asking for: fluency for everyone, builders in every function, managers who can redesign work, and the governance decisions that keep it safe.
- You leave with
- A rollout plan and governance baseline the CEO can read.
Built around you
Your tools. Your team. Your priorities.
Nothing off the shelf. Whether we're running a workshop, building a prototype in the room, or partnering on a company-wide rollout, the work is designed around what your team already has and what it needs to do next.
Book the 30 minutes 01
Your tools
We work on the AI tools you already have, whether that is Microsoft Copilot, Google Gemini, ChatGPT, Claude, or the AI built into your HRIS, ATS, and LMS.
02
Your team
A range of skill sets in every room. Sessions are hands-on and interactive, and nobody is left behind or bored.
03
Your priorities
Every example, exercise, and build comes from the work your team actually needs to do this quarter.
Resources
Written from the work.
Guide
The Buy It Guide: when to buy, when to build, and the HR AI tool landscape
A practical guide for HR leaders deciding whether to buy an AI tool or build one, with a map of the HR AI landscape and the questions to ask before you sign.
Read ArticleThe four futures of HR, and the one thing they all need
The serious forecasts for HR in 2030 disagree on two questions: how autonomous AI becomes and how large the HR footprint stays. Every answer depends on the same ready People team.
Read ArticleWhy multiplayer: AI is a team sport, not a personal productivity hack
Individual AI use makes one person faster. Team AI use makes the work better. Why HR should treat AI as multiplayer, and five moves to get there.
ReadSources
- Frequent Use of AI in the Workplace Continued to Rise in Q4. Gallup, January 2026. US employees surveyed in the fourth quarter of 2025.
- 2026 CEO Study. IBM Institute for Business Value, May 2026. Around 2,000 CEOs surveyed worldwide.
- Trust, attitudes and use of artificial intelligence: A global study 2025. The University of Melbourne and KPMG, 2025. 48,340 people surveyed across 47 countries.
Let's talk
Let's find your starting point.
Thirty minutes on the calendar, no pitch deck. You leave with two or three concrete next steps, whether or not we work together.