You've navigated change before, but AI demands some new moves.

AI adoption is not only about learning a new system or following a redesigned process. It is also about developing new judgment: 

  • where to apply AI

  • how much to trust AI-driven recommendations

  • what to delegate and what to oversee 

The work itself is changing, and organizations have to help people figure out what that means for their role, their expertise, and how they add value.

 

The organizations seeing real return treat AI adoption as a human transformation, not a software rollout.

That is what Adoption by Design:
A Human-Centered AI Adoption Methodology was built for.

Three pillars. Connected by shared data and measurement.

An AI adoption engagement moves from analysis into practice through a structured process with measurement built in from the start, producing evidence of whether people are genuinely changing how they work

Each pillar builds on what comes before it. Your people are part of the work at every stage, and the methodology is designed so their time is spent where they add the most value.

 

Pillar 1: AI Adoption Readiness

 

Where does the organization stand on its AI journey, what should we prioritize, and how will we measure progress?

  • Surface what is supporting AI adoption and where traditional transformation thinking is quietly slowing it down. 

  • Map where the organization stands against the conditions research shows matter most for AI adoption.

  • Establish the measurement dimensions that define what successful adoption looks like.

Leaders Set the Directionicon  Pillar 2: Leaders Set the Direction

What do leaders across the organization need to do differently for AI adoption to take hold?
  • Leaders move from agreeing that AI matters to owning their specific role in making adoption real.
  • Translate readiness findings into leadership priorities.
  • Design what leaders at different levels need to do, say, and show up for, with a communications plan grounded in the leadership engagement work.
 

 Pillar 3: People Make It Happen

 

How does AI change the work, and how do we know people are genuinely integrating it?

  • Analyze what needs to change about how people work in order for AI to become part of how the organization operates. 

  • Identify points of resistance, including dynamics unique to AI that traditional change approaches miss. 

  • Build an employee engagement plan with strategies to address those risks. 

When I saw how AI was changing the work my practice was built on, I invested in AI-specific training to understand what it demanded of change management. I took the frameworks I learned, the research I read, and my career experience and laid it all out. Each piece addressed part of the AI adoption challenge on its own. I kept coming back to how they fit together. I found the connections and built them into one integrated approach.
 

Your Leaders Support AI. Ask Them What That Looks Like.

Learn More About the Need for Leadership Commitments A Human-Centered AI Adoption Methodology

Read Now
 

The work starts with data, not assumptions.

Leadership behavior is designed, not left to chance. Genuine adoption is defined, not assumed from usage numbers.
You've seen the approach. Now let's talk about what it looks like for your organization.

CONTACT LAURIE