Leadership sets the AI vision. Managers decide whether it shows up in Monday's work. This programme trains managers and their teams together, function by function, on their own KPIs, files and workflows.
Share the department and team size. Hitesh’s team will map the workflows worth changing and send a written outline and quote.
Most AI programmes train the top, or everyone at once. The managers who actually redesign work get skipped.
Leadership announces the AI strategy. Licences roll out. Then managers are told to “drive adoption” of tools they’ve barely used themselves, for teams whose work they now have to redesign, with no playbook and no way to show it’s working.
That’s where most AI rollouts stall. Not in the boardroom, and not in IT, but in the middle of the org chart.
So we train the middle first. Managers learn to delegate, review and coach with AI. Then their teams rebuild their own work in function-specific labs, with the manager in the room.
Managers who haven’t built their own AI habits can’t set expectations for their team.
Generic training shows features. Managers need to see the three workflows in their function worth changing first.
Without a baseline and a scorecard, adoption becomes a feeling, not a number for the business review.
Fix the middle, and AI stops being a rollout. It becomes how your departments work.
Three tiers, scoped to your departments and delivered through the MAPS Method: Map, Adapt, Practise, Support.
A focused session for department heads and team leads on leading AI-enabled teams.
Hands-on labs where each team rebuilds its own work, with its manager in the room.
The part most training skips: keeping usage climbing after the session ends.
Each track comes with its own use-case library, tool stack and measurable outcomes. Pick one department to pilot, or roll out across the business.
3,200 reps made AI-fluent in 90 days.
Plus 40+ agent workflows in production.
Briefs to publish-ready assets, governed.
Turnaround cut from days to hours.
“We had run three AI trainings before this. It was the first one where people were still using what they learned a quarter later, and the first where I had adoption numbers for my board deck.”
“Every L&D leader knows the pain of training that evaporates. The 30-60-90 reinforcement model is the difference: usage went up after the workshop ended, not down.”
Start with one department as a pilot, then scale what works.
Get a proposal →Tier 1 is for department heads, middle managers and team leads. Tier 2 is for their teams. Many organisations run both for one department as a pilot, then extend.
Yes, and we recommend it. Managers take the manager track first, then join their team’s function lab so the new way of working has an owner from day one.
The manager track is typically a half-day; function labs run 1–2 days per cohort of 15–30; reinforcement runs over the following 90 days. Everything is scoped to your brief.
The ones you’ve already approved: typically Microsoft 365 Copilot, ChatGPT, Claude or Gemini, plus automation tools where relevant. We don’t sell or resell any of them.
Yes. Each department gets its own track and use-case library, and leadership gets one consolidated view of adoption across them.
On-site across India and the UAE, or live virtual anywhere. Function labs work best in person; reinforcement clinics run online.
Tell us the department, the team size and the work that eats the most hours. You’ll get a written outline and quote.
One department, one cohort, then 90 days of support.