People, learning and sustained change
AI Capability, Change & Adoption
A role-specific learning and change plan with communication, employee feedback and a 90-day review roadmap.
Build organisational AI capability through change management, stakeholder and change-impact assessment, leadership and role-specific learning, manager support and communication. Involve employees, practise safe AI use and review sustained adoption against agreed measures. Practise approval, challenge, stop and escalation of AI agent actions.
Three key deliverables
- Stakeholder and change-impact map
- Leadership, manager and role-specific learning plan
- Change and communication plan with employee participation and feedback
Best fit
You have chosen an AI use, but leaders, managers and employees need the skills and support to make it work.
What we need to begin
- A sponsor, a proposed AI use and the teams, roles and managers affected.
- Approved tools, safe practice examples, relevant policies and time for employee participation, learning and follow-up.
What you receive
Stakeholder and change-impact map
Leadership, manager and role-specific learning plan
Change and communication plan with employee participation and feedback
Adoption measures and a 90-day review roadmap
Change and adoption record
Fictional customer-support pilot: make changes to work, learning and management decisions visible.
- Context
- A support team proposes AI-assisted drafting from approved guidance. Sending replies and changing customer records remain outside the agent’s authority.
- Work and role impacts
- Staff review source accuracy and exceptions. The team identifies extra review effort and uncertainty about responsibilities; the manual process remains available.
- Participants
- The support lead, employees doing the work, a manager, HR and IT/security review impacts together. A staff representative joins where relevant.
- Management decisions
- The sponsor approves a bounded internal test, allocates learning and review time, and names a workflow owner. Wider operation and any employment decisions require separate leadership and specialist approval.
- Communication and participation
- Before the test, the manager explains purpose, limits, responsibilities and unresolved questions. Weekly discussions and a feedback channel let employees raise concerns; the owner records responses and changes.
- Learning and support
- Leaders review decision rights; managers practise coaching and workload reviews. Staff practise prompts, source checks and approving, challenging, stopping or escalating agent actions. Reviewers ask for the source, authority boundary and stop route; gaps trigger another exercise.
- Evaluation and review
- In this fictional rehearsal, a reviewer identifies an unsupported claim and stops the draft. Compare quality, total effort, workload, feedback and demonstrated skills with the baseline. Review after the first test and at 30, 60 and 90 days; the owner decides what to adapt, continue or stop. No savings are assumed.
How the work unfolds
Assess stakeholders and change impacts: clarify purpose, affected roles, readiness evidence, concerns, participation and management decisions. Agree responsibilities and support needs.
Build leadership, manager and role-specific learning. Retain practical literacy and prompt exercises: verify sources and authority, approve, challenge, stop or escalate proposed agent actions, and identify external expertise where needed.
Agree a change and communication plan with employee participation, feedback, champions and manager check-ins. Set adoption, quality and workload measures and a 90-day review roadmap to adapt support.
Your team’s contribution
Leaders clarify purpose and decisions. Employees, managers and HR assess impacts, test learning materials and shape communication and feedback. Managers own follow-up; administrators provide approved tool access and settings.
Timing and review points
Preparation, sessions and follow-up depend on participants and the change involved. The 90-day review roadmap is an agreed output; it does not imply 90 days of included delivery.
How the fee is scoped
Fees reflect teams, roles, languages, tailored exercises, stakeholder sessions, communication materials and follow-up. The proposal specifies delivery and review responsibilities.
Where responsibilities sit
Client leadership and relevant HR, legal and technical specialists retain responsibility for employment decisions, implementation and approvals. Learning supports practical literacy; it is not certification, a compliance guarantee or a substitute for professional advice.