AI Training

AI training your team will actually use.

Most AI training is theater — a webinar people forget by Friday. Ours is role-based, hands-on, and tied to your real systems. Executives learn to spot opportunity and risk. Managers learn to deploy AI in their function. Frontline staff learn to use specific tools safely on real tasks. The goal is behavior change, not certificate collection.

Book a training scoping call See the curriculum

One generic "AI training" works for no one. Three role-based programs work for everyone.

We have sat through a lot of company-wide AI trainings. They follow a predictable script: an enthusiastic presenter explains what large language models are, runs through a few impressive demos, mentions hallucinations, ends with "the future is exciting." Two weeks later, ask anyone in the room what changed about how they work, and the answer is nothing. The training was correct. It was also useless.

The reason is that the audience was wrong. A CFO does not need the same training as a customer support rep. A line manager does not need the same training as a senior leadership team. When you train them all together, you produce content that is too abstract for the people who need to act and too technical for the people who need to allocate. The result is a room full of nodding heads and zero behavior change.

We deliver three distinct programs, scoped to three distinct audiences, with curriculum built around what each role actually does. Each can be run standalone; companies that run all three see the strongest organizational fluency, because then the conversations across levels share a common vocabulary.

The three role-based programs.

Each program runs independently. Companies typically start with the level where the urgency is highest — usually exec or frontline — and add the others over the following quarter.

Executive

Executive AI Literacy

CEOs, CFOs, COOs, boards, founders. Anyone who allocates capital or sets strategy.

What they leave with

The honest read on where AI is today (and isn't)
How to evaluate vendor pitches and avoid theater
Where AI changes department-level cost structure
The regulatory and reputational risks worth tracking
A framework for prioritizing AI investment vs. other capital

Format

One 90-minute briefing session (live remote or in-person)
30-minute follow-up office hours, 30 days later

Manager

Manager Deployment Workshops

Department heads, team leads, ops managers. The people who decide which workflows AI gets pointed at.

What they leave with

How to identify good and bad AI use cases in their function
How to scope a small AI project that ships
How to write usable AI guidelines for their team
How to measure whether the AI is actually helping
When to call IT/security before doing something

Format

Three 2-hour workshops, two weeks apart
Lab exercise between each session using your real tools

Frontline

Frontline Tool Training

Individual contributors using AI in their day-to-day. Customer support, finance ops, sales, marketing, knowledge workers.

What they leave with

Hands-on fluency with the specific tools you've deployed
Prompt patterns that work for the tasks they actually do
Clear rules: what's safe to paste in, what isn't, when to escalate
How to verify AI output before it goes out the door
Recovery patterns when the AI gets it wrong

Format

Two 2-hour workshops, one week apart
Hands-on labs using your live tools (not slides)

Delivery formats — what fits your operation.

Programs combine the formats below. We'll recommend a mix during scoping based on team size, distribution, and how much can be pulled from billable work.

Live workshops

Remote or in-person. Interactive, with breakouts and Q&A. The primary mode for most clients — the live energy matters, and the recordings cover the rest of the team.

Hands-on labs

Participants do the work in your live tools, not in a sandbox. Real prompts on real tasks. Closest path from training to applied behavior.

On-demand modules

20-30 minute video modules with workbook exercises. Used as reinforcement after live training or as standalone for new hires. Refreshed quarterly.

Office hours

30-60 minute open Q&A on a monthly cadence. Where the lingering questions get answered. Optional add-on.

Train-the-trainer

Equip your internal L&D team to deliver the curriculum going forward. Licensed materials, instructor guides, lab environment. Quarterly content refreshes included.

Custom curriculum

For specialized roles or proprietary workflows where the role-based programs aren't the right fit. We'll co-design with your subject-matter experts.

How we measure success.

"Did people enjoy the training" is not a useful metric. We track outcomes that mean the training did something.

Tool adoption rate. The percentage of trained staff actually using the AI tools they were trained on, 30 and 90 days post-training. Pulled from usage analytics on the tools themselves.
Time-on-task reduction. For specific workflows, measured before and after via spot-checks or time-tracking samples. Not perfect, but directionally useful.
Confidence delta. Pre- and post-training self-report on a small set of capability questions. Catches whether people feel ready to use what they learned.
Incident rate. Number of AI-policy violations or near-misses reported in the 90 days post-training, vs. baseline. The point of training is partly to reduce these, and ignoring the metric ignores the point.
New-project ideas surfaced. Tracked in the manager program — how many specific AI deployment ideas managers brought back to their teams. The leading indicator of organizational fluency.

Common questions

Because a CFO and a frontline support rep have completely different AI questions. The CFO needs to understand strategic risk, vendor evaluation, and where AI changes the cost structure of a department. The support rep needs to know which specific tool to use for which specific task, when not to paste customer data, and how to write a useful prompt. One generic course serves neither well. Role-based curriculum is more work to deliver but it's the only thing that produces behavior change.

Both. Conceptual training (what AI is good and bad at, where the risks are, how to evaluate a tool) is the foundation. Tool-specific training (how to actually use Claude, ChatGPT Enterprise, Microsoft Copilot, Gemini for Workspace, n8n, etc.) is layered on top — for the tools your company has actually deployed. We're vendor-neutral on the conceptual side and platform-specific on the practical side.

Live workshops are typically 2-3 hours. A full role-based program for a team is usually 2-3 sessions over 4-6 weeks, plus on-demand modules for reinforcement. Executive briefings can be done in a single 90-minute session. The right cadence depends on whether your goal is general literacy or operational deployment — we'll scope it on the call.

Remote-first, in-person on request. Most clients prefer live remote workshops because they're easier to schedule and they record cleanly for staff who couldn't attend. We do in-person for larger rollouts, executive retreats, or clients who want the higher-touch format. In-person adds travel costs to the engagement.

Yes. Some clients want their internal L&D team to deliver the training going forward. We provide a licensed materials package — slide decks, workbook PDFs, instructor guides, and the lab exercise environment — for internal-use distribution. The license is per-employee and includes quarterly content refreshes as AI tooling evolves.

Free and cheap content is great for individual self-learners. It does not produce organizational behavior change. The thing that does is a structured program with accountability, role-specific scenarios drawn from your actual work, live Q&A from someone who has implemented this stuff, and a manager who can point to it and say "we are doing this together." That is what we build.

Scope a training program in 20 minutes.

Tell us your team's size, distribution, and where the biggest AI literacy gaps are. We'll outline a program that fits.

Book a scoping call Self-paced courses