Who this is for

Organisations where the tools are in and the gains have stalled.

Most have done everything that looks right: bought the tools, granted the access, written the policies. Their people do knowledge work, the reading, writing, analysing, advising and deciding that fills a professional week, and the training is built around the tasks they already have. Three kinds of work in particular.

Deep capability, built into the way your team works.

Judgement-heavy work

Advisers, reviewers, assessors and decision-makers.

Roles where the value sits in the call being made: advice, review, assessment, and decisions with consequences. Here AI is a thinking partner rather than a shortcut, and using it well is a skill in its own right.

Writing, analysis and reporting

Teams that produce documents, briefs, reports and analysis.

Teams that produce documents, briefs, reports and analysis week in, week out, and whose expertise is currently spent on the mechanical parts of that work rather than the parts that need it.

The repetitive work that eats capable people’s weeks

Skilled people kept from the work they were hired to do.

Admin, drafting, summarising, formatting, and the recurring tasks that keep skilled people from the work they were hired to do.

Brought in by

  • L&D and People & Culture teams building a durable programme
  • Function and team leads growing fluency in their own people
  • Organisations investing in AI capability across their workforce

What your people learn

Three skills for working with large language models, built on their own work.

It is very easy to accept an output that seems good enough and settle. That is what we train.

01

Spot the task

Identifying the tasks inside their own role where a large language model genuinely helps.

02

Work the model

Prompting and conversing in a way that gets the most out of it, injecting their own professional expertise into the conversation rather than accepting whatever comes back.

The tools we train in
  • Claude
  • ChatGPT
  • Gemini
  • Copilot

03

Think with it

The creative, flexible, experimental thinking that makes both of those possible. Not a set of prompts. How to think with the tool.

Why it sticks

Training that changes behaviour, not just enthusiasm.

Telling people about AI doesn’t build skill or shift mindset. Doing the work does. Three principles run through every engagement, and each one buys you something.

We flex the wrapper, never the mechanism.

  1. 01

    Experience-based learning, in real working contexts

    Skill and mindset shift are produced together, by doing the work, live, on participants’ own real tasks.

    Participants work live, on tasks from their own environment, with the tools they actually use. What moves people is taking a real task from their own desk, the kind they have been quietly dreading, and watching a job that used to swallow an afternoon get done, well, in minutes. That firsthand moment is when a new way of working takes hold.

    What you get

    A new way of working that takes hold, because it was built on real tasks from real desks.

  2. 02

    Evidence-based learning design

    Spaced sessions, retrieval practice and near-transfer: the science of training that lasts.

    The architecture is grounded in established learning science: spaced sessions for consolidation, retrieval practice for retention, and near-transfer activities so skills move from the room into daily work. It is the difference between real change and a temporary spike in enthusiasm.

    What you get

    Skills that move from the room into daily work, and are still there weeks on.

  3. 03

    Psychologically-informed delivery

    Resistance isn’t uniform, and each kind of it needs a different response.

    Some people feel identity threat: what AI means for their professional value. Some show status-quo bias. Some face an imagination barrier, with no relatable example to take the first step. A research background in cognitive psychology and decision-making lets these dynamics be read in the room and worked with, not overcome.

    What you get

    Resistance read in the room and worked with, rather than a workforce told to adopt.

Format, length and logistics bend to fit you. The learning science that makes it stick does not.

The shape of an engagement

Built around you.

We develop the shape of every engagement with you, around your audience, your goals, and the work your people actually do.

Sessions

Three, spaced

Three sessions is the sweet spot, two the practical minimum. The gaps between them are where consolidation happens and the mindset shift takes root.

Format

In person, virtual or hybrid

Sized to your audience and rhythm, from small groups to large cohorts, for teams and whole functions.

Tools

Tool-agnostic

Claude, ChatGPT, Gemini, Copilot. Built around your existing tools, the current frontier tools, or both. The thinking transfers whatever platform your organisation runs on.

Content

Your people’s real work

Multi-session, hands-on workshops built around the tasks your people already do, with the tools they actually use.

Optional add-on

Capability measurement

Not just satisfaction surveys. A bespoke rubric maps your team’s AI use against meaningful dimensions, giving you a before-and-after picture worth having.

Let’s begin

Start with a conversation.

Every engagement begins the same way: a conversation about what you’re trying to change. The shape of the work is developed with you from there.

Book a conversation All services