Departmental AI Transformation · 3 months
Make AI part of how one department works.
Three months inside one department, on the work it already owns. Your people redesign their own workflows, test the changes on real work, and come out running it themselves.
The pressure
A few people get faster. The department runs exactly as it did before.
Your department has had the tools for a while. A few people have figured out how to get real value from them, on their own.
That gap doesn’t close with another training session. It closes when the team sits down with its own workflows, decides which ones should change, and does the changing, with someone alongside who has done it before. If you haven’t started yet, the 1-Day AI Sprint is a one-day way to see what that looks like.
The behaviour we change
Using AI on your own is enhancement. We’re after redesign.
Enhancement is one person saving twenty minutes on a report. Redesign is the department deciding the report should be built differently, by a different step in the process, and checked by the person whose judgment it needs.
- WhoEnhancementOne person, on their own.RedesignThe whole team, agreed together.
- The workEnhancementThe same task, done a bit faster.RedesignThe task changes shape, or comes off someone’s plate.
- The roleEnhancementThe tedious part feels less tedious.RedesignTime moves to the judgment calls only a person can make.
How the three months run
Map it, pilot it, then make it how the work gets done.
Month 1 · Foundation
We map how the department actually works, not how the process document says it does, and agree the guardrails together. The output is a prioritized list of workflows to improve, taken from the team’s own work.
Month 2 · Pilots
The team redesigns the top workflows on that list, on live work. Each pilot has a starting point and a measure agreed before it begins, so you can see whether it helped.
Month 3 · Momentum
The pilots that worked become how the department runs. AI Champions inside the team take ownership, the list keeps growing, and you get a plan for the next twelve months.
Throughout, we check in with the department every week or two, and report to your leadership monthly against one measure the department already reports on.
An example
Finance: the month-end variance commentary.
An illustration of the kind of workflow a department redesigns. Yours comes from your own first month.
- Today
An analyst spends two days of every close pulling numbers from the ledger export, comparing them to budget and writing the explanations line by line. The controller rewrites half of it.
- After the redesign
An assistant drafts the commentary from the export, with the reasons the team already knows flagged and the new ones left as questions. The analyst investigates the questions instead of typing the obvious answers.
- Who stays responsible
The controller reviews every line and signs off. The assistant never sends anything to leadership on its own.
Everything runs on the department’s own workflows, with your own people doing the redesign. Here’s what the three months include.
- A map of how the department really works
- Guardrails your team writes, for your data and decisions
- A prioritized list of workflows to improve
- Pilots on live work, measured from a starting point
- AI Champions inside the department
- Monthly reporting to leadership, against a measure you set
- A twelve-month plan for what comes next
We agree that measure before we start, and it’s one the department already reports on rather than a number invented for the report.
Proof
“In just 12 weeks, we went from barely understanding AI to leveraging it for real-world impact.”
Running this for marketing or HR? Each has a version built around its own work: Marketing AI Transformation and HR AI Transformation. Ready for every team at once? That’s company-wide AI Transformation.
What you leave with
- A department that works differently, not a few people who work faster
- Guardrails your team wrote, for your data and your decisions
- A prioritized list of workflows, each with a named owner
- Two to ten AI Champions who help their colleagues
- Pilots measured against a starting point you agreed
- A twelve-month plan for what the department does next
Best fit
Department leaders in finance, operations, sales, customer service or any other function, who want their team leading this rather than having it handed to them. Also CEOs who want to prove the approach in one department before taking it company-wide.
Investment
One department, start to finish. The step between a 1-Day AI Sprint and company-wide transformation.
This is the single-department option of our Human-Centered AI Transformation program. Marketing and HR have versions built around their own work.
Pricing shown reflects 2026 rates. Final pricing is confirmed through a formal proposal and may vary based on scope, complexity, and client requirements.
Updated
Where this fits
One path. Start wherever you are.
Start hereFind where AI pays
AI Transformation Readiness Assessment Free. See where the company stands.AI Boardroom Clinic Four hours with your leadership team, leaving with three workable use-cases.01Prove it in a day
1-Day AI Sprint A team builds working prototypes on its own problems.02Make it how one department works
You are hereDepartmental AI TransformationThree months inside one department, on its own workflows.Marketing AI Transformation Built around your campaigns.HR AI Transformation For the team writing the AI policy.03Make it how the company works
Company-wide AI Transformation Every team, with AI Champions in each one.
Let’s have the conversation.
Book a call, and we’ll show you exactly where Departmental AI Transformation fits your business.