flagship engagements

Where most clients begin.

Most engagements run as a diagnostic first, then a build. Some clients arrive ready for the full build because they already know what is broken; others want the diagnostic on its own.

01 · CHRO / Head of L&D

Capability Diagnostic

A six-week structured look at why your capability investment is not paying off. We assess what your organisation is actually teaching people, where the data is misleading you, and what to redesign first. Returns a short, plain-language report and a clear recommendation.

six weeks · named recommendations · stop list

02 · CHRO and CTO/CIO, jointly

Capability Strategy & Build

Our flagship engagement. About six months from the first conversation to a capability system you are running yourselves. Diagnosis, strategy, design, and a first working build: the connective tissue between learning, work, and AI. For organisations ready to treat capability as infrastructure, not a project.

~6 months to first hand-off · joint sponsors

team-level work

For a single team or function lead.

When the question is narrower: how does this team get good at AI in their actual work, and how do we keep the bar high week to week.

03 · team or function lead

Team AI Capability

You ran the AI day. The energy faded. People are using models privately and inconsistently, and no one is sure what good looks like. A practical engagement that turns private AI use into shared standards in your real work, inside about six weeks.

~6 weeks · team rules · review cadence

04 · one senior person

Consilium · a personal practice

A six-minute daily writing practice for forming a point of view you can defend. Solo, private, and on the questions in front of you. Useful when the question is "how do I sharpen my own judgement", not "what should we redesign at work".

solo · monthly · personal trial

specialist engagements that follow the build

Two focused engagements for once the strategy is settled.

For most clients these come after the flagship build. Some clients run them as focused standalones, when their strategy is clear but the data or the L&D operating model is not.

specialist 01 · CHRO + Head of People Analytics

Workforce Data Strategy

Replace dashboards leadership has stopped trusting with workforce data they will. We audit what is there, design the small set of capability signals that actually predict performance, and run a pilot your People Analytics team can own.

~12 weeks plus pilot window

specialist 02 · Senior L&D + CTO/CIO

AI for L&D Operations

Take the routine, repetitive work off your L&D team, safely. Two to four well-designed AI tools handle the coordination, intake, and admin work, with clear oversight points and an off-switch, so the function can do the strategic work it is meant to.

~12 weeks plus measurement window

how the practice runs

What you should expect.

6 wksTypical diagnostic before any larger build is committed.

2Active client builds at a time, so the work stays principal-led.

Q3 26Currently booking flagship work; discovery and sparring open sooner.

1Page that says who we are not for, written before any sales call.

not sure where you fit?

Two ways to find out.

If the engagement that fits is not obvious from the cards above, take whichever route is lighter for you.

00 · for senior buyers thinking it through

30-minute strategy sparring session

A direct conversation about your most pressing capability or AI question. No slides, no obligation, no follow-up sequence. The fastest way to know if we can help, and a clean place to land if you are not yet sure which engagement fits.

free · one call · senior practitioners only

prefer to write

Submit a short brief

Two or three sentences on what you are trying to change is enough. We reply within a few working days, with either "yes, here is the right next step" or "this is not the work for us, here is who we would recommend instead". No automated nurture sequences.

brief form · reply inside a few working days

Five clear ways in. Pick by where you sit.