AI MINDSET
The confidence to build with AI, not just use it
A two-day programme that turns AI skeptics into AI ambassadors
WHY IT MATTERS
Buying AI is the easy part: the licence goes live in an afternoon. What decides the return on it is whether the people holding it actually change how they work – and the data says that change is slow. Deloitte's UK workforce survey found that two in three workers have now tried GenAI, but half have had no formal training. And, more importantly, most say their leaders haven't given them a confident steer on it either.
AI Mindset is for the person who can already see the value and the power of AI in their organisation, but can't seem to bring their team with them.
Licences Don't Change How People Work
Right now you're trying to get your team to use a tool they have no reason to trust. It might take their job. It might render them obsolete. It might show them that they don't know as much as they thought they did.
HOW IT’S BUILT
Design, Discernment, and Relationship
AI Mindset is two days, co-facilitated by an AI expert and a behaviour-change expert: this is a head-and-heart problem, not just a skills one. And the common fear, that AI replaces people, has it backwards. The better the tool gets, the more three distinctly human skills matter. We build the whole programme around them.
DESIGN
How Do You Ask for Something Good?
Not a vague prompt: a proper brief. What you actually need, for whom, and why.
We teach people to bring the same rigour to briefing AI that they'd bring to briefing a brilliant new hire, because the quality of what comes back starts with the quality of what you ask.
DISCERNMENT
Two Days in the Room
It starts with fifteen minutes and a strip of masking tape: everyone names the behaviour they default to under pressure, writes it down, and bins it before the tool comes out.
By the afternoon, that same instinct gets pointed at AI's output: is this actually right, or does it just look right? Is it on purpose? That judgement, not the software, is the skill we're teaching.
RELATIONSHIP
Treat It Like a Stakeholder
The quality of how you talk to the tool changes what it gives back, and the quality of how your team works with it together, not solo at separate desks, changes what the whole room can build.
Real upskilling isn't one person getting better alone. It's everyone getting sharper by watching how everyone else works.
WHO IT’S FOR
Already Bought AI. Still Waiting for It to Land.
The licences are bought. The tools are live. But adoption is patchy, confidence is mixed, and the value still isn’t showing up consistently. That’s where we come in.
WHO BRINGS US IN?
CEOs, Chief AI Officers, CTOs and Heads of L&D who've already committed serious budget to AI and need more to show for it than logins.
WHO’S IN THE ROOM?
The ambassadors who'll take it back to their own teams, including the people quietly most worried about their jobs: project managers, architects, consultants, anyone whose work AI could already do part of. That fear is exactly why they belong there. You don't get less valuable because AI can do more. You get more valuable, because we show you how to add the part it can't.
HOW WE WORK
Before, During and After
BEFORE
We Start With Your Leadership
We sit down with your senior leadership to work out what's actually going on: what's been bought, who's using it, and why it hasn't landed yet. Surveys and interviews if you need them.
This only works with real sponsorship, so we work directly with your CEO and exec board, not just whoever holds the budget.
DURING
Two Days, Co-Facilitated
The workshop itself: two facilitators in the room together, one who knows the tool, one who knows how people change. Head and heart, building the design, discernment and relationship skills above by doing them, not watching someone else demo them. People leave having actually built something.
AFTER
The Change Gets Taken Out
A follow-up programme so what happened in the room doesn't stay there. The ambassadors take it back to their own teams, and we help make sure it spreads rather than fades.
WHAT THE DATA SHOWED
Our Facilitation Is How the Learning Gets In
We ran this programme for one of our biggest clients: a global consultancy with thousands of people around the world, all trying to adapt fast to AI. Here's what happened.
500+ people trained in one week
Less than 5% were AI fluent going in
75% left ready to put the practice in
9/10 average facilitation score (over half gave it a perfect 10)
When we asked people for feedback, they didn't just say they felt confident using AI. They said they felt confident enough to bring their teams, and the rest of the business, with them.
Facilitation doesn't just build skills. It builds mindset.
“A huge proportion of learners are now saying they're excited to build with AI, where before they'd never have called themselves AI enthusiasts.”
- Dee Wade, Capgemini
WHY US?
We built this because we lived it.
-
We didn't design this from the outside. Lea_p went through the same confusion, fear and chaos of learning to work with AI ourselves, which is the only reason we know how to hold your team's hand through it.
-
People arrive with their arms crossed: checked out, half-hoping they can sit this one out. What we're watching for isn't a mood lift. It's the part of change that costs businesses the most, the dip where everyone's disengaged, less productive, and quietly resentful of a tool nobody explained properly, and getting people through it rather than around it. Skip that part and adoption stalls the way it usually does. Go through it properly and something else happens: people don't just start using AI themselves, they go home wanting their own teams to use it too. Not AI skeptics. AI ambassadors.
-
If AI has already been introduced into your business but the uptake hasn’t quite matched the ambition, we can help you work out why. A short conversation about what’s been rolled out, who it was intended for and what’s actually happened since is usually enough to see whether there’s a programme here.
Twenty minutes. No big pitch. Just a useful conversation about where your people are now, and what might help move them forward.
