Develop Your New Hires Into Your Next Leaders. With (and Without) AI.

You'll be able to walk your new hire's role task by task and sort what AI should and shouldn't take.

For tasks taken or reduced by AI, you'll define what each used to teach and what to redesign, so you can see the learning that goes missing.

You'll have a completed Role Walk for one real person on your team, now knowing the actual trade-offs and gaps that need to be filled.

Choose the meetings and stretch work that speed up a career and give your new hire a real job in the room, not just a task taker.

Engage senior leadership earlier in your employee's career so visibility and opportunity doesn't rely on luck.

Walk out with a specific Talent Visibility Plan to give meaningful exposure to your new hire in the next 30 days.

Design a project where your new hire learns a process the "old" way, then has to use AI to improve it instead of simply handing it off.

Your employee now knows the process two ways, traditional and AI-enabled. They see how combining these skills can drive real results.

You'll leave with one rebuilt task and a review card you can use every week.

With foundational knowledge set, your new hire will build their first AI agent to help get the done, utilizing the customized BRIEF method.

Beyond learning technical skills, they will learn process and management ones as well. Your employee is always accountable for their "team".

They manage the process, you review, and you have a 90-day development plan for someone that gains leadership skills far ahead of schedule.