Work Redesigned · AI adoption, done like it matters
I'm Keith. Companies bring me in to make sure the AI they roll out actually gets used. The teams I work with see real productivity in weeks, not quarters, with a first win they can take to the board.
Those alone aren't going to give you real adoption. And that includes the generic "how to use AI" 101 training your team already sat through.
The tools are genuinely good. The technology is not your problem.
A rollout only pays off when people actually change how they work. Not the training version of change. Real change, deep in the workflows that matter. You can't mandate your way there.
The same arc, every time
You run training. Usage ticks up for a few weeks.
Then it plateaus, because nothing got integrated deeply enough to change the real work.
People spin up their own shadow AI to get things done, outside anything you approved or can see.
The plan stalls, and a busy team falls back on exactly what it knew before.
Here's the turn
Real adoption isn't the tool. It's the team that keeps adapting.
When your leaders, managers, and practitioners have what they need to continuously reshape how the work gets done, AI amplifies what only they can do instead of just adding to their load.
Three stages. The order matters, because each one fixes a place AI rollouts predictably break.
Stage 01
Move AI from an IT rollout to a behavior change your leadership actually backs as the main event, not a training add-on.
Stage 02
Redesign one real workflow around AI instead of bolting AI onto the old one. Prove the change before you scale it.
Stage 03
Make the new way stick after the room clears, so the change holds up when you're not standing over it.
The goal was never higher AI usage. It's the work itself, redesigned.
to first visible value, on a real workflow
a week back per person, straight into real work
reclaimed per quarter at a 2,200-person company
to a verified win you can take to the board
Figures from named client engagements quoted below.
Call Keith before you spend a dollar on licenses. The license is the easy part. The behavior is the hard part, and he's the only one I've seen actually crack it.
Marcus Liu"We saw value in week two. Keith made it feel like a small change instead of a transformation initiative, and that's why my team actually went with it. My CSMs got back about six hours a week each, straight into customer conversations."
Sofia Alvarez"We had a board expectation of value in two quarters. We were showing real, attributable productivity gains inside the first month, about 5,000 hours a quarter reclaimed. That's the number I took to the board, and it held up."
Priya Raman"My fear was a repeat of two years ago: big launch, lots of training, adoption flatlined by month two. This time it stuck. People stopped drowning in busywork and started doing the parts of the job they were hired for."
Dana WhitfieldA bounded sprint to one real, provable win.
We map where AI will change each role and where it would stall. You get the Adoption Gap Map.
We redesign one painful, high-value workflow around AI and put it to work with the team that owns it.
That workflow is measurably faster, with the before-and-after you can take to your COO.
Low-risk on the way in, by design. You see the value before there's ever a big number on the table.
A 45-minute AI Adoption Risk Review. We pressure-test your rollout plan and find where it would quietly stall. No slides, no pitch. You leave with something useful either way.
A focused paid diagnostic that maps how AI changes each role and exactly where adoption will break. You walk away with a plan you could run yourself, and it credits toward the work if you go further.
We redesign the work with you, never instead of you. Three ways in depending on how far you want to go:
The full diagnosis and redesign plan, with review calls. Your team executes it.
One workflow redesigned alongside your team, with the enablement around it.
Many workflows across functions, full reinforcement, and ongoing support.
There's no off-the-shelf package and no price list, on purpose. Every engagement is scoped to your teams, your tools, and the win you need first. We map that together on the call.
Your paid diagnostic credits toward the engagement if you go further, so you are not paying twice. And if that first phase is not genuinely usable, it is refunded. No fine print, no hard feelings.
For over a decade I led the people side of major technology rollouts inside organizations of 50,000 to 100,000 employees. That's the work that decides whether a new tool changes how the company operates, or just gets bought and ignored. I bring that same enablement playbook to companies your size, where it moves faster and shows up in the numbers sooner.
How it works is simple: I run the design and lead the redesign sessions. Your team doesn't build the plan from a blank page. They execute it with me, which is the only reason it sticks after I'm gone. If you want someone to take it away and hand it back finished, I'm honestly the wrong call. The system has to live inside your team.
If your team got AI and got busier, that's exactly the conversation I want to have.
Connect on LinkedInStraight answers, before you spend a minute on a call.
There's no price list, on purpose. Every engagement is scoped to your teams, your tools, and the win you need first, so you only pay for the work that fits. We map that on the first call. The paid diagnostic credits toward the engagement if you continue, so you are never paying twice.
Less than you are bracing for. I run the design and lead the sessions. Your team's job is a short weekly working session and executing between them. Clients consistently describe it as low-drama, not another project on the pile.
It's built for companies of 50 to 3,000 people. The playbook comes from leading rollouts inside organizations of 50,000 to 100,000, tightened for teams your size, where it moves faster and shows up in the numbers sooner.
Both, and that's the point. What I do is enablement: I redesign the work, train your people on the new way, and set up the reinforcement that makes it hold. A one-off AI 101 is exactly the thing that looks productive and changes nothing by Monday.
The Adoption Gap Map: exactly where AI changes each role, where adoption would stall, and the plan to prevent it. It's useful on its own, and it credits toward the engagement if you go further.
No, and that's deliberate. I run the design with your internal leaders so the change holds after I'm gone. If what you want is someone to take it away and hand it back finished, I'm honestly the wrong call.
One 45-minute call
We find where your rollout would stall, before it costs you a year.
Book the call