Training people to think with AI.

Hands-on training on your people’s own work, spaced across weeks so it lasts.

Training works on its own, and as one part of your organisation’s system: its knowledge and your people’s judgement at the centre, with workflow automation and research and evaluation around them. When we build automation for you, training comes with it, including how to review AI’s drafts well. How it fits together

Looking for a format?Organisation training ·One-to-one professional development ·Talks and seminars

The tools are in. The gains have stalled.

Most organisations have done everything that looks right: bought the tools, granted the access, written the policies. And still the gains stall.

  • Most people use AI for the obvious, surface-level tasks, while its real potential sits untouched.
  • A few keen users keep finding more; the majority dabble at the edges.
  • Outputs that seem good enough get accepted, when something far better was one sentence away.

“Most AI training teaches you the tool. I teach you to think with it.”

Dr Ryan Jesson, Principal and Founder

What holds most people back is how they think about the tools. The menus change every few months; what lasts is knowing what these tools are genuinely good at, where they quietly fall down, and how to tell a sharp answer from one that only sounds right.

Three skills for working with large language models.

Two abilities, standing on the thinking underneath both.

01

Spot the task

Finding the tasks inside your 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, bringing your 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 underneath both, which keeps working when the tools change. Not a set of prompts.

Not a training day: four stages.

Organisation training, our flagship, is shaped the way a scientist shapes an intervention: find out where people start, train, measure what changed, then keep it going. The sessions, which feel like the whole thing, are one stage of four.

  1. 01 Diagnose

    Where your people start: the work they do, and how they use AI now.

  2. the training

    02 Develop

    The sessions: on your people’s own work, spaced across weeks, with regular practice at recalling what they learnt, and delivery that meets wary people where they are.

  3. 03 Measure

    Before, after, and again weeks later: what changed in the work, not how the day felt. Built into every organisation training engagement.

    Why measure, if everyone enjoyed it?

    Asking people how much they enjoyed a session is where most training evaluation stops, and it’s the weakest kind of evidence: people answer from how easy the session felt, which is exactly the cue that misleads them about how much they learned. So in organisation training we measure what changed in the work, before and after, and again some weeks later, when what was learned has had time to fade or to stick.

    Why ease misleads, on The Science

  4. 04 Sustain

    Revisits, advanced sessions and desk-side coaching, so the change holds.

Organisation training’s shape. The sessions are one stage of four; the other three make the training last, and show that it did.
Why it sticks: the learning science, on Organisation training
Why measure, if everyone enjoyed it?

Asking people how much they enjoyed a session is where most training evaluation stops, and it’s the weakest kind of evidence: people answer from how easy the session felt, which is exactly the cue that misleads them about how much they learned. So in organisation training we measure what changed in the work, before and after, and again some weeks later, when what was learned has had time to fade or to stick.

Why ease misleads, on The Science

Built for the quiet room.

The change is largest where the applause is smallest.

We design for the dabbler and the sceptic, never the power user: the majority who use AI in rudimentary ways, warily, or not at all, and have the furthest to travel. A quiet, wary room gives none of the buzz of an eager crowd, and it’s exactly who this work is for. In a small not-for-profit, that is often the whole team.

One participant in our training used to dread building financial reports; afterwards the dread was gone, not because the task got easier, but because she had a way of thinking that made her equal to it.

Find the format that fits.

From a whole workforce to one person to a single room. A talk is often where the conversation starts; organisation training goes furthest.

Every organisation training engagement measures what changed in the work. For more depth, capability measurement is a paid extension: a rubric built for your team that maps, in detail, how your people use AI. Capability measurement

Start with a conversation.

Not sure which fits? Tell us who you’d like to train and what you’d like to change; the right format usually becomes obvious from there.

Book a conversation See how it fits together