— The diagnostic

Find where your organization is stuck.

A fixed-scope, fully remote engagement for companies of 20 to 300 people. In two to three weeks it shows where leaders and teams see AI readiness differently, which constraint is blocking value, and what to do first.

Book a 30-minute conversation See a sample report →

01 Is this for you?

Leaders usually call me when they hear themselves say…

“We rolled out the tools, but productivity hasn’t moved.”

“We need to get ready for AI before we hire or restructure.”

“We’re thinking about hiring a Head of AI.”

“The board is asking for an AI workforce plan.”

“Every decision still routes back to the top.”

“Our best people are quietly leaving.”

Best fit: 20–300 employees · technology, professional services and industrial companies · the CEO or owner is the sponsor.

02 The method

Five sources of evidence, cross-checked.

A survey alone isn’t enough. Every finding is backed by both data and what people told me — and no individual is ever identified. It’s the same multi-source approach I used for organization diagnostics and change-readiness assessments at Novartis and IBM, compressed into two to three weeks.

Leadership survey

Every leader scores the five UPS™ constraints and predicts how their teams will answer. The difference is the gap.

Team survey

Anonymous, 15 minutes, open to all staff. Results are shown only for groups of five or more.

Confidential interviews

6 to 15 interviews of 45 minutes across levels — not just the executive team.

Focus groups

2 to 4 small groups of 6–8 people test the early patterns and add the “why.”

Work review

Org chart, approval flows, the AI tools in use, and two or three initiatives that stalled.

The rule

No finding rests on a single source.

03 How it runs

Week by week: what I do, what you do.

Week	I do	You do
Week 0 · Set up	A 60-minute kickoff with the CEO. Agree goals and participants, tailor the survey, review documents.	Name a sponsor and a coordinator. Share the org chart and key documents.
Week 1 · Listen	Open both surveys and run the confidential interviews.	Leaders take the survey and a 45-minute interview. Staff take the 15-minute survey.
Week 2 · Test	Run focus groups on early patterns. Score the five constraints by team and level, and map the gap.	Focus group members join one 60-minute session.
Week 3 · Decide	A 30-minute pre-brief with the CEO, then a 90-minute leadership readout. Deliver the report, scorecard and plans.	Leaders choose two or three priorities and name an owner for each.

Companies under 75 people can usually finish in two weeks.

04 Time required

Light on your team’s time.

Who	Total
CEO / sponsor — kickoff, interview, pre-brief, readout	~4 hours
Each leader — survey, interview, readout	~2.5 hours
Coordinator — scheduling, documents, reminders	~4 hours
Interviewees — one confidential interview	45 min
Focus group members — one session	60 min
Everyone else — one anonymous survey	15 min

05 What you receive

A scorecard you can act on.

Your UPS™ score and a leadership-vs-team scorecard across the five constraints
A gap map by team and level
The top two or three constraints, with the evidence behind them
A 30/60/90 plan with owners and measures
A next-leader brief — what your next hire or fractional leader actually needs to bring

See a sample report →

06 Investment

Fixed fee, scaled by company size.

Option	Scope	Timeline	From
Leadership Snapshot	Leadership team only (up to 10): survey and readout	~2 weeks	$2,500
Diagnostic · 20–75 people	6–8 interviews · 2 focus groups	2–3 weeks	$7,500
Diagnostic · 76–150 people	10–12 interviews · 3 focus groups	3 weeks	$10,000
Diagnostic · 151–300 people	12–15 interviews · 4 focus groups	3 weeks	$15,000

Fees in USD. Every diagnostic includes both surveys, the work review, the readout and all deliverables. Final scope is agreed in a 30-minute call.

07 After the diagnostic

Where it can lead — if you want it to.

Most clients start with the diagnostic and decide next steps from the findings. There is no obligation to continue.

Phase 1 · 2–3 weeks

Diagnostic

The score, the gaps and the 30/60/90 plan.

Phase 2 · 4–6 weeks

Redesign

Roles, decision rights and team structure redesigned around people and AI, with a transition plan.

Phase 3 · ongoing

Enablement

Leadership coaching, workshops and a pulse re-measure to keep the change on track.

Context · the bigger journey

Four stages of AI-native organizations

Most organizations sit between stages 1 and 2: AI tools adopted, organization unchanged. The diagnostic shows what needs to change to move forward.

Stage 1

AI-Augmented

Human-led, AI-assisted. Productivity up, structure unchanged.

Stage 2

AI-Automated

AI executes whole workflows; people supervise.

Stage 3

AI-Orchestrated

People coordinate systems of AI agents. The organization itself must be redesigned.

Stage 4

AI-Network

Ecosystems of people, partners and AI agents assembling around the work.