How an AI training engagement works

Discovery, then three phases

The whole organization goes through the foundation together. After that, the work narrows to individual business functions, each with its own session and materials.

There's a natural stopping point after the foundation so nobody is locked into more than they need. This is the shape I start from, not a fixed package. Some clients only want the foundation; others skip straight to one department's workshop. We build the plan around what you need.

Discovery & intake Weeks 1–2: A working session with leadership, then short intake forms for the organization and each department.
Phase I: Foundations About 2 hours over several weeks: A live session, a short self-paced prompting module, and a follow-up session to confirm baseline skill and introduce AI agents.
Phase II: Role-specific workshops About 1 hour per function: Built on each team's own tasks, with prompts, examples, and a checklist they keep.
Phase III: On-demand support 1 hour per request: Sessions a department can request when it hits a new use case or needs more time than Phase II allowed.

I learn your organization before I design anything

Off-the-shelf AI courses miss because they're written for nobody in particular. Discovery is where the training gets pointed at your people, your tools, and your rules.

The discovery meeting

60 to 90 minutes with the people who can make decisions. We cover:

Your organization: Size, structure, business lines, and the roles that face clients
Who's in the room: Comfort with technology, current tools, and how much AI they've already used
What leadership wants: How you'd like staff using AI in their roles
Priority use cases: Four to six everyday tasks where AI should help first
Guardrails: Data sensitivity, IT policy, and which tools you already license
Success: What good looks like 90 days after training

Organizational intake

Participants by role or department
Any AI use policies already in place
Scheduling windows
The internal champion who will carry adoption after I'm gone

Role-specific intake

Each department lists the tasks and questions it most wants help with. Leadership, proposals, pricing, marketing, finance, HR, IT, and business development will each have different answers, and their workshops should too.

Tool selection

We settle on a core set of tools everyone learns, such as ChatGPT, Claude, or Microsoft Copilot, and note where a department needs something more specialized. Training on everything at once spreads people too thin.

Three rules I design around

Context before tools

People hear why AI matters to their own work before they open any software.

Practice over lecture

Every session has hands-on time with scenarios from the job, not a slide-by-slide tour.

Leave with a commitment

Each person picks one skill to use on real work within five business days. Confidence comes from doing it, not from hearing about it.

From kickoff to department workshops in about three months

This is how a full program often runs, counted in weeks from signing. We can compress it, stretch it, or reorder it around your calendar, holidays, and how quickly your team can review materials.

When	Milestone
Weeks 1–2	Discovery meeting and intake forms
Weeks 3–4	You review materials for the first live session
Weeks 4–5	First live session; self-paced prompting module opens
Weeks 5–6	Module completed; you review follow-up session materials
Weeks 6–7	Follow-up live session; foundation complete
Weeks 8–12	Role-specific workshops, scheduled with each department lead
Ongoing	On-demand sessions as departments request them

What you keep

A full program typically includes the items below. We'll pick the ones that matter for your team and add anything else you need.

Discovery summary: A short memo confirming objectives, audience, and program details
Course materials: Agenda, AI applications for your use cases, and job aids
Participant workbook: Exercises, prompt templates, and a personal action plan
Prompt cheat sheet: One page of prompts written for your organization's tasks
Role checklists: A job aid for each department's workshop
Session recordings: For reference and for onboarding new hires
Self-paced module: Delivered as a SCORM file so it loads into your own learning system and tracks completion
Evaluation results: Feedback from each session, summarized

Who does what

I handle

Leading discovery and writing up what we learn
Designing, building, and checking every material
Facilitating every session
Scheduling and session logistics
Evaluation and program close-out
Being your single point of contact

You handle

Putting a decision-maker in the discovery meeting
Naming an internal champion
Making sure people have access to the chosen tools
Announcing the program and getting people to attend
Reviewing materials by the agreed dates

After the foundation, you decide what's next. When Phase I wraps, we look at how it went. You can keep going as planned, change the remaining phases, or stop there. If you stop, you pay for the work completed and nothing more.

Scope and investment

Every engagement is scoped and priced after we talk, because no two organizations need the same thing.

What it costs depends on how many people are involved, how many departments need their own sessions, how much custom material discovery turns up, and what you already have in place. Phases can be added, dropped, combined, or resized, and the investment moves with them. Payment schedules can follow your budget cycle and approval process.

I'd rather walk through the numbers with you than post them here. Once I understand your team and what you're trying to get done, I'll give you a clear proposal with options.

Everything here is negotiable. The phases, the deliverables, the timeline, and the investment are all adjustable. If something on this page doesn't fit your organization, say so, and we'll shape it until it does.

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Terms you'll hear

vILT: Virtual instructor-led training: a live session over Zoom or Teams
WBT: Web-based training: a self-paced module people complete on their own time
SCORM and LMS: SCORM is the standard file format for e-learning. It loads into a learning management system (LMS) that tracks who finished.
Job aid: A one-page checklist or reference card used at the desk, not in class
Internal champion: The person inside your organization who keeps adoption going after training ends
AI agent or custom GPT: An assistant set up with standing instructions and reference files for one recurring job

Back to What I build

Thinking about AI training for your team?

Whether you're exploring AI for your organization, building a knowledge system, creating training resources, or looking for a speaker, I'd welcome a conversation.

Let's talk