How do our people work with it?
Bring your people with it, until the new way of working holds without us.
We train and coach your people from the first demonstrator, and stay until it’s how the work gets done.
Embed is how a system becomes the way the work is done.
A system can be built well and still go unused. Embed is the work that stops that happening.
It is about culture and change. The roles, habits and decisions around a system have to change with it, and the people who do the work have to be able to use it and trust it.
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Change, alongside a build
For each system we build: the people who’ll use it, how their work changes, who owns each decision and when they can override it. It starts with the first demonstrator.
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Training, with or without a build
AI skills for your people on the tools they already have, and training on the systems we build. It can run before you commit to building anything.
We embed a system in four moves.
Put the people who do the work in the design.
Operators, planners and reviewers are part of the design from the start. They aren’t asked for a view at the end.
Design the moment of use, not the feature.
We decide when the system speaks and when it stays quiet, so it helps at the point of the decision.
Train against the system, not beside it.
People learn on real cases, in the real system, with their own work.
Stay until it is unremarkable.
Using it is intuitive, its answers are trusted and nobody remarks on it. That is second nature.
The people side starts with the first demonstrator.
It grows as each release reaches more people.
- With the first demonstratorWe bring the sponsors in, and the people who do the work see their own example running.
- With the prototypesWe agree with your experts what counts as a correct answer.
- In the Controlled TrialWe coach the small group on your own systems and draft the decision governance: who owns each decision, and when people can override the system.
- In the pilotWe train the pilot team, and decision governance is signed off.
- At rolloutWe bring the rest of the organisation along, and decision governance becomes part of normal business.
The change has held when someone on your side owns it and acts when it slips.
Skills shaped around the work your people do.
Everyone starts with the same foundations. Each team then takes the modules that fit its work, chosen with your leaders before the first session, and practises on its own tasks.
- How long
- A sprint runs over 6 to 14 weeks, at a cadence you choose. Sessions typically last three hours.
- Where
- Live and online, or on site if you need it.
- Who
- Mixed cohorts, with a spread of seniority in each.
- Commitment
- One sprint at a time. You decide on the next at the close of each one.
We ran over 200 training sessions in a year, for about 600 people.
Training is running now with clients in pharmaceutical manufacturing, medical devices and financial services.
- 200+training sessions in the last 12 months
- About 600participants, from 12 organisations
- 600+facilitated hours
- 250+professionals in the Ibec professional enablement programme
The full biopharma programme is published openly: three core modules, 20 sub-modules and every learning objective.
What training leads ask.
Which tools do you train on?
The ones your organisation has approved: ChatGPT, Gemini, Microsoft Copilot and Claude, and the platforms around them. Pre-work is written for your own tooling.
Can training run without a build?
Yes. Training on the tools your people already use can run whether or not we’re building anything, and it’s often where the best ideas for a build come from.
How do you know it worked?
Against the outcomes agreed in the plan, on activity, quality, value and risk. For training on a system we build, we look at demonstrated competence, adoption and how much support people need after release, not attendance alone.
What happens to the ideas people raise?
We collect them, assess and rank them, and take the strongest into Focus & Align before anyone commits to a build. How Focus & Align works.