Services02
AI learning & adoption
The hard part of AI is rarely the technology. It is getting a department to keep using it once the novelty has worn off and things get busy. We train your people in their own work and leave behind colleagues who can carry it on without us.
The AI tool is bought. Now it has to be used.
Read onSound familiar?
The licences are paid for, but not used
Access has been bought for the whole company, and the usage shows it is the same three people every week.
The course changed nothing
Everyone spent a day on it, and the work afterwards looks exactly as it did before.
What works lives in one person's head
A single colleague has got good at it. Nobody else can see how, and it disappears the day they do.
What we help with
Training on your own tasks
No generic examples. We use your cases, templates and emails as material, so what people practise on is what they will be doing tomorrow.
Internal champions
A few employees are properly equipped and given room to help their colleagues. They are the ones who keep it alive afterwards, not us.
A shared library
The prompts and workflows that proved to work, gathered in one place in your own system. Written down, so they survive a holiday and a resignation.
Follow-up afterwards
We come back once the excitement has settled and look at what is actually being used. That is where you find out what needs adjusting.
What you get
Employees who use AI on the tasks they actually do, ways of working that are written down, and colleagues who can keep it going without us.
The goal is not for everyone to be excited. The goal is for the work to look different six months on, and for nobody to quite remember when it stopped being a project.
Start here
Team adoption programme
One team or one department, over 5–6 weeks and on their own tasks. Big enough for the work to look different afterwards, and small enough for you to see whether it works before the rest of the company comes along.
Listening round
We talk to the employees and look at a selection of their real tasks. You can't show anyone a shortcut without knowing the way first.
Workshops in small groups
Short sessions where people work on their own tasks and build the prompts and workflows they will use again. Not a morning of slides.
Embedding
Champions, a library and a follow-up on what is being used and what is getting in the way. We leave when it can run without us.
Common questions
Some of our employees are sceptical. What do you do about that?
We start with them. Scepticism is usually a reasonable reaction to something that has been oversold. When they can see it in their own work, they come round – and if they don't, they usually have a point we need to take on board.
Can management see whether it is being used?
Yes, as an overall picture of what is being used and where people get stuck. Not as a window into individual conversations. The first is useful; the second destroys the trust the whole thing rests on.
Can the training be in English?
Yes. It should be in the language the work is done in, whether that is English, Danish or both. It sounds obvious, but it is often the difference between a solution being used and being put aside.
Let's talk
Tell us briefly about your situation. You'll get an honest assessment of whether there is anything worth pursuing at all.