The AI value and workforce diagnostic
For leadership teams that have spent on AI and need to know what it is returning. In a fixed scope, I show where value is being lost, what has to change and what to do in the next 90 days. It ends with one question: what is the decision you have been avoiding?
Where value is being lost
A view of where AI creates measurable value today, where it only creates activity, which new opportunities it makes possible, and what is in the way: the work, the data, the leaders, the managers or the rules.
What has to change
A scored readiness view across value, operating model, people and culture, and governance, with the gaps and the decisions they call for.
The next 90 days
A prioritised action plan and a leadership readout, so the team leaves with agreed next steps and the one decision to take first.
From conversation to a plan you can act on
Typically around two weeks and about six interviews. Larger organisations take longer, so I agree the scope with you on a short call.
Listen
Interviews with your leadership team, and with the managers who carry the change.
Look
A review of live AI use cases and the workflows they sit in, including the data and decision rights behind them. Use cases are prioritised by effort, impact and AI readiness, as I did at Kantar to focus on strategic AI bets.
Score
A readiness view across four dimensions, including culture and capability, shown as a spider diagram so gaps are visible at a glance.
Decide
Take the findings to your leadership team and agree the plan.
- Value. Clear use cases, owners and measures that reach the P&L.
- Operating model. Simple workflows and clear decision rights for hybrid teams.
- People and culture. Leaders and managers equipped, the capabilities you need next, and a culture that rewards experimenting and simplifying.
- Governance. Guardrails for people decisions that hold up in practice.
Leadership teams who want an honest read
CEOs, COOs, people leaders and PE operating partners who have spent on AI and want to know what it is returning.
Typically you have several pilots and no clear evidence of value. It works as a standalone review, or as the first step into fluency, operating model, talent and capability, culture, coaching or governance work. You keep the diagnostic and the plan either way.
We already have an AI strategy
Good. The diagnostic tests it against how work, people and decisions operate today, and shows where it will stall.
How long does it take?
Typically around two weeks, with about six interviews across your leadership team and the managers who carry the change. A larger organisation, or one with many live use cases, takes longer.
Is it right for an organisation our size?
Yes, whether you are a smaller business or a large corporate. The questions are the same and the scope changes with size, which is why scope and fee are agreed on a short call.
We have only just started with AI
Then the diagnostic is a way to start well: where AI can pay first, which use cases to choose and how to measure them before you spend more.
Does this end in headcount cuts?
The diagnostic looks at how the work gets done first. What that means for the size and shape of your teams is a decision for your leadership team, and it follows from how the work is redesigned.
Why work with an independent?
I work independently with a small number of leadership teams at a time, so the person on the first call is the person doing the work. Where a client needs a tool, I bring vendors I have worked with and trust, and I disclose any commercial relationship before you buy.
Do I need it to work with you?
No. Every service stands alone. If you have a specific issue, email me and we will scope it directly.
What does it ask of us?
Time with your leadership team and the managers who carry the change, and access to live AI use cases. Who needs to be in the room is agreed on a short call.
Ready to see where you really are?
Tell me what you have in place and we will confirm scope, timing and who needs to be in the room.