Bought, not used
Most people try the new tools once. The value is in daily use, and that rarely happens on its own.
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Two things decide whether AI pays off: your teams actually using it, and someone clearly owning how AI talks about you. We handle the people side of both.
Senior-led. Run by our organisational change management lead.
Next: pair the two team leads who haven't started with this month's champions.
Why it matters
Buying the tools is the easy part. What decides whether it pays off is who owns it, what people do differently on Monday, and whether leaders keep backing it.
Most people try the new tools once. The value is in daily use, and that rarely happens on its own.
How AI describes you touches marketing, PR, SEO and support. When everyone shares it, nobody runs it.
Change holds when leaders keep backing it, visibly, long after the launch email.
01 AI adoption
Get your people using the AI tools you've already paid for, confidently and safely, in the work they actually do.
02 Making it stick
Decide who owns how AI describes your brand, and build the routine that keeps it going after we step back.
Organisational change, AI adoption, operating models
Our change and adoption work is led by a senior organisational change management specialist, working with your leadership team on the part most programmes skip: helping people change how they work, and making sure it lasts.
How it works
The same four steps for both services.
Who's affected, who owns what today, and where the resistance will come from.
Readiness reviewRoles, routines, messages and measures, agreed with your leadership team.
A plan you sign offSponsors coached, champions running, teams trained and supported.
Alongside your teamMeasured every month until the new way is simply how you work.
Until it holdsPricing
Change for a team of twelve and for a company of two thousand are different jobs. The review tells us which one this is.
Who's affected, who owns what, the risks, and a plan for either service.
Sponsors, champions, redesigned workflows and training, measured team by team.
Ownership, routines and handover for AI visibility, often alongside a programme with us.
What shapes your quote. How many people and teams are affected, in how many countries, how much has to change, and how fast.
Prices exclude VAT.
Helping people change how they work when AI arrives: who owns what, which habits change, how leaders back it, and how you measure whether it's actually happening. The tools are the easy part. Whether they pay off depends on people.
Training teaches skills. Change management makes sure those skills get used: leaders sponsoring it, workflows redesigned, resistance dealt with, and adoption measured until it holds. Most programmes include training, and ours links to our own workshops, certification and coaching.
Our senior organisational change management lead, alongside the specialists who run our AI visibility, community and review work.
No. We work with the tools you've chosen, or are choosing, and focus on the people side: adoption, ownership and the routines that make it last.
Because it sits across marketing, PR, SEO, support and sometimes HR. Without one named owner, a weekly routine and clear sign-offs, the work stops when the agency steps back. We design that set-up and hand it over step by step.
Every engagement starts with a readiness review, quoted up front. The programme after it is quoted on what the review finds: how many people and teams are affected, in how many countries, and how much has to change. Prices exclude VAT.
Tell us what's changing and who it affects. You'll hear back within one working day to arrange a first conversation.
One working day, from the person who'd do the work.
Clients across Europe and North America.
We cap the client list. If we're full, we'll say so rather than stretch.
Got it, thank you
You'll hear back within one working day from the person who'd actually do the work.