Assessments

Overview

Before you redesign anything or buy a single tool, you need an honest answer to one question: is your organization actually ready for AI, or only willing to invest in it? Our Assessment answers it. It is a three-tier readiness ladder, and each tier assesses the same four areas in which AI transformations succeed or stall: Strategy, Culture, Organizational Structure, and Workforce Capability. The free Self-Assessment provides a leader with an instant picture of readiness in about 10 minutes. The Diagnostic validates that picture with independent stakeholder input and quantifies where leadership and the workforce disagree. The 360 triangulates survey data, qualitative evidence, and independent review to create a defensible, organization-wide baseline. You can start anywhere on the ladder and climb as the stakes rise.

What we accomplish

Each tier provides a clear, comparable assessment of readiness, scored on a single 0-100 index and placed into one of three bands: Not Ready, Emerging, or Ready. The Self-Assessment captures leadership's beliefs, using a brief instrument across the four areas and returning a one-page report on the spot. The Diagnostic tests that belief against reality, combining a detailed leadership self-rating with structured stakeholder interviews and an employee pulse survey, then surfacing the gap between what leaders see and what their people experience. The 360 goes furthest, running an organization-wide survey, interviews, and focus groups, and conducting an independent review of documents, systems, and tooling, then blending those sources into a single evidence-based index with a clear map of where AI can create the most value. The accomplishment at every tier is the same: replace optimism and assumption with an honest, measured starting point.

Why it works

The Assessment measures the right layer. AI rarely fails on the technology; it fails on strategy, culture, structure, and capability, so that is what we score, treating data and systems as a risk overlay rather than a grade. It also resists the most common blind spot in readiness work: asking only the people at the top. The free tier reveals what leadership believes; the paid tiers reveal whether the rest of the organization agrees, and the distance between the two is often the most important finding. Because every tier scores the same four areas on the same scale, results are consistent and comparable as you climb the ladder or track progress over time. And because the 360 triangulates self-report with qualitative, independent evidence, its findings are evidence-based rather than self-declared, which is what makes them defensible to a board, an executive team, or your own people.

What you receive

You receive proof tailored to your tier. The Self-Assessment returns an instant one-page report with your overall readiness band and your scores across the four areas. The Diagnostic delivers a validated report, a leadership-versus-workforce gap analysis that shows exactly where perception and reality diverge, and a prioritized 90-day roadmap for where to act first. The 360 includes everything in the Diagnostic, plus an organization-wide blended index, supporting evidence registers, an Impact Map showing where AI value is concentrated, and a directional analysis of efficiency and savings, all delivered in an executive readout. Any tools and templates we use are licensed to you, and if you continue up the ladder, your Diagnostic or 360 fee credits toward the next step.

The engagement

The Self-Assessment requires no engagement. It is free, self-serve, and takes a leader about ten to fifteen minutes. The report is delivered immediately, with no scheduling required.

The Diagnostic and 360 begin with a short intake to confirm scope, sponsor, schedule, data access, and confidentiality. From there, a Diagnostic typically runs about 2 to 3 weeks, and a 360 about 4 to 6 weeks, given its organization-wide reach and the independent evidence review. A decision gate at the end, where your sponsor accepts the findings, leads into the executive readout.

From your side, the work depends on a few clearly defined roles. An executive sponsor coordinates access, helps frame the sample, and accepts the findings. Your leadership team completes the detailed self-rating. A small set of senior stakeholders participates in structured interviews, and a sample of employees completes a short pulse survey. The 360 widens participation to an organization-wide survey of at least 20% of staff, adds focus groups, and requires access to relevant documents and systems for independent review.

The time commitment is light and well-bounded. The executive sponsor spends a few hours across the engagement coordinating and reviewing. Each leader's self-rating takes roughly 30 to 45 minutes, each interview takes about an hour, and each focus group takes around 60 to 90 minutes. Survey respondents need only ten to fifteen minutes. For most of your organization, the entire commitment is a single short survey.