AI is changing what your people do — and clarifying what only leaders can do. Leading Through AI™ builds the judgment layer: what to own, what to augment, what to automate, and how to prove the value.
Eight questions and we’ll tell you. You’ll get a read on where your team is stuck,
why, and the format we’d recommend. Skip it if you want; the full page is below.
About ninety seconds
No email required
Answers stay in your browser until you opt to talk to our team
1 of 9
Define
I can name which parts of my team’s work we should own, augment, and automate.
Discover
We know where the real work happens — not just what the org chart says.
Design
We’ve redesigned at least one workflow around AI — not just bolted a tool onto the old one.
Develop
Our pilots get reps and support — adoption doesn’t die after the demo.
Demonstrate
We can show what our AI effort returned, in the language of the business.
Your goal
Why are you interested in AI Leadership?
Scope
Who is this for?
Delivery
How do you picture it running?
Fit
How custom to your organization does this need to be?
Your read
Your format
Off the shelf fits you.
The AI Leadership course as it ships — the same curriculum, assessment, and tools you can see in the demo below.
For your own development, the free path goes deep — field guides, the podcast, and course previews, no purchase required. When you’re ready to bring it to a team, we’re here.
Lead workflow redesign, adoption strategy, and proof of value with one operating discipline. The model is the diagnosis, the curriculum, and the shared language.
The 5 Disciplines ofAI Leadership™
1
Define
Name the outcome and the workflow you're actually changing.
2
Discover
Find where the work really happens — not where the org chart says it does.
3
Design
Redesign the workflow around the capability, not the demo.
4
Develop
Build, pilot, and instrument. Reps, not theory.
5
Demonstrate
Prove value in the language of the business — then scale it.
1
Why we're here
Name the AI leadership gap, the work that's truly yours to hold, and the 5D operating discipline — then baseline it with the AI Leadership Index.
2
Define
Audit the real composition of your work, sort it into own, augment, and automate, and set a clear leadership thesis.
3
Discover
Push past obvious efficiency wins to a possibility map, then commit to one concrete opportunity worth pursuing.
4
Design
Redesign the workflow around the capability — clear human and AI roles — and justify a single pilot plan.
5
Develop
Work the adoption paradox: identify stakeholders, assess readiness, and build the support that makes new ways of working stick.
6
Demonstrate
Build a 90-day proof plan with leading, lagging, and narrative evidence, then make a credible scale-or-refine call.
7
Your 5D operating roadmap
Assemble the modules into one executive-grade operating document and re-take the AI Leadership Index to measure the shift.
By Timothy R. Clark & Timothy R. Clark Jr.
Built on the book.
Leading Through AI: Who You Are When Machines Can Think is the thinking behind this course. Read the argument, then run the system.
The course isn’t content — it’s a sequence. Each stage does something the next one depends on.
Day 0
Assess
See it before you change it.
Development starts from the truth, not a hunch. Every learner baselines with AI Leadership Index — where they’re strong, where they’re stuck — so the course lands on a real gap instead of a generic lesson.
Half-day
Learn
Learn it against your own results.
Lessons tie the framework to the learner’s own scores, and built-in reflection does the encoding — people remember what they connect to their own team, not what they’re told.
Days 1–90When my scheduled deep-work block arrives…I will work the redesign of our chosen workflow, roles before tools.
Commit
Turn insight into behavior.
Knowing doesn’t change behavior — practice does. Learners leave with “when X, I will Y” commitments and a weekly consistency check-in, thirty days at a time, until it’s habit.
Anytime
Toolkit
Keep the skill in the flow of work.
The Learner Toolkit turns the framework into a tool learners reuse on real AI pilots — interactive and repeatable, so the skill compounds after the course instead of fading.
Built for L&D and HR leaders evaluating for their organization: a one-hour live session with our team, plus a free Access Pass to experience the real thing yourself — your actual results, not a sample.
A one-hour live session with our team
A free Access Pass — the AI Leadership Index, the full course, 30 days of action planning
Oct 6 · all weekCommitment check-in pushExecutive team
Nov 3 · all weekTool engagement sprint · commitmentsPeople leaders · wave 1
Dec 4 · 8:00 AM MTAI Leadership Index re-takeExecutive team
Dec 19 · 9:00 AM MTAI Leadership Index re-take opensPeople leaders · wave 1
Also scheduled: People leaders · wave 2 (140 · live-virtual · Q3) and All teams (900 · on-demand · Q4).
Delivery · people leaders, wave 1
One curriculum, three modalities.
Live-virtual
Next session Thu · 32 enrolled
Facilitated by your certified team
In person
On-site workshop · Oct 12
Your facilitators or LeaderFactor experts
On-demand
210 active learners
Self-paced, same curriculum and assessment
Presenter mode
Presenting · live-virtual
Design · Lesson 3
Redesign, Don’t Bolt On
Video · 6:47
Why tools inherit your process problems
Key idea
Bolting AI onto an old workflow automates the old workflow’s problems.
Start from the outcome, not the tool’s feature list.
Give the human and the AI clear, separate jobs in the new flow.
A redesigned workflow survives the next model swap; a bolt-on doesn’t.
Reflection Saved to your notes
Which of your team’s AI uses is a redesign — and which is a bolt-on?
Drafting is a real redesign; review moved to editing. But our reporting “automation” is the same report with extra steps.
This week’s tactic
Pick one recurring task and redesign it around the capability this week — roles first, tool second.
← Why we're hereDefine →
Add a workflow · step 1 of 5
Name This AI Workflow
Chosen responsibility
Quarterly planning across product, design, and engineering
Uinta suggests
AI prep brief for planning tradeoffsAI dependency triage across squadsAI decision packet for tradeoff reviews
Add a workflow · step 2 of 5
Own, augment, or automate?
AI prep brief for planning tradeoffs
AI predicts: Augment
Planning tradeoffs depend on human judgment and relationships — AI can prepare the ground, not make the call.
OwnAugmentAutomate
Pilot · step 1 of 3
Choose a Success Signal
Pick the signal that best describes what a successful pilot looks like at 60–90 days.
Planning-to-commit cycle visibly shorterFewer review loops on first draftsLeads co-own the tradeoff briefHuman sign-off stays explicit
Or write your own
Describe what success looks like for this pilot…
Pilot · step 2 of 3
Your Pilot Framework
Pilot objective
✎ Edit
Test whether an AI prep brief can turn planning notes into a clearer tradeoff conversation that reduces rework.
Baseline
✎ Edit
Today, leads spend 2–4 extra days reconciling dependencies before a draft is ready — and most drafts need another loop.
Success signals
✎ Edit
First drafts settle in one review instead of two or three, within the pilot window.
Pilot · step 3 of 3
Your Pilot Zone Canvas
Human does
Own the final planning call when scope or risk is ambiguous.
Review the AI draft with design and eng leads.
+ Add bullet
AI does
Turn planning notes and dependencies into a first-pass tradeoff brief.
Surface likely conflicts and risky orderings.
+ Add bullet
Guardrails
Human sign-off before the brief reaches planning.
Fall back to the manual review if confidence is low.
+ Add bullet
Success looks like
First drafts settle in one review instead of three.
Tradeoff discussion replaces basic clarification.
+ Add bullet
Saved to your possibility map — 15 future workflows and counting. Start the pilot when you’re ready.
AI Leadership Index · individual
Your individual AI Leadership Index report.
58baseline
Dimension breakdown
01Define
Can I name what we own, augment, and automate?
72baseline
Your self-baseline — the re-take at 90 days shows the movement.
02Discover
Do I know where the real work happens?
58baseline
Your self-baseline — the re-take at 90 days shows the movement.
03Design
Do we redesign workflows, not bolt tools on?
51baseline
Your self-baseline — the re-take at 90 days shows the movement.
04Develop
Do our pilots get reps and support?
64baseline
Your self-baseline — the re-take at 90 days shows the movement.
05Demonstrate
Can I show what AI returned, in business terms?
46baseline
Your self-baseline — the re-take at 90 days shows the movement.
In their words · qualitative
“Where did your last AI initiative actually stall?”
After the demo. Everyone was impressed and nobody changed how they work.
Proving it mattered. Usage went up; I couldn’t say what the business got.
“What’s working?”
Picking one workflow and finishing it. Our intake process is genuinely different now — that one is real.
Illustrative sample data, normalized to 0–100 for display — each instrument reports on its own scale.
In the flow of work
Your Behavioral Change Center
2/3 Active Commitments
1/2 Check-ins This Week
3 Week Streak!
Redesign one workflow.
When my scheduled deep-work block arrives, I will work the redesign of our chosen workflow, roles before tools.
How consistently did you work the redesign this week?
13/30 days complete2/5 active weeks Checked in
Evidence over anecdotes.
When I report on our AI pilot, I will lead with one business metric, not a usage stat.
How consistently did you lead with evidence this week?
4/30 days complete1/5 active weeks Checked in
+
Start working on a new commitment
You have 12 planned skills — time to get started.
Planned commitments
Saved for later. When you're ready, move one to your plan.
CommitmentDescriptionSkill & score
Write the problem before opening the tool.When I reach for AI, I will write a one-line problem statement before… AI Leadership 52/100
Diagnose the layer before pushing harder.When a change stalls, I will name the layer it’s stuck in — technical, behavioral, or… Change Management 59/100
Sharing & access — your manager can see your active, planned, and past commitments. Peers see only what you share.
AI Leadership Index · aggregate reporting
Every cohort, measured.
FY26▾All cohorts▾Rater type▾Compare to benchmark▾
AI Leadership Index movement+10.053.4 → 63.4 org avg
Assessment completion87%412 of 474 invited
On-demand completion74%351 finished the course
Active commitments8122.1 per learner
Weekly check-in rate68%of active commitments
Pre / post by stage
Baseline90-dayBenchmark
Define+8
Discover+11
Design+9
Develop+12
Demonstrate+10
At baseline0 of 5stages at or above benchmark→At 90 days5 of 5stages at or above benchmark
Benchmark = the AI Leadership Index research base across participating organizations.
Participation & engagement
474 invited
Assessment completed87%412 / 474
On-demand course completed74%351 / 474
Commitments set82%388 learners
Weekly check-ins logged68%4-week rolling
Re-assessment completed61%289 / 474
By cohort
4 cohorts · 3 modalities
CohortLearnersAssessmentOn-demandCheck-insPSindex® pre → post
Your facilitators, certified to run Leading Through AI™ in-house.
Certify your own people once, and deliver it to every Access Pass cohort on your own cadence — same curriculum, decks, and facilitator resources our experts use.
One pass per learner covers the whole system for this skill — assessment, course, tools, and reporting. Certification and delivery options layer on top.
AI leadership training develops the judgment leaders need to get value from AI — which is different from AI training that teaches tools. Tools change quarterly; the leadership work doesn't: deciding what to own, augment, and automate, redesigning workflows around the capability, driving adoption past the pilot, and proving value in business language. That operating discipline — the 5D model — is what this program builds.
How do you lead a team through AI adoption?
Start with the work, not the tool. Leaders audit what their team actually does, choose one workflow worth redesigning, and pilot it with clear human and AI roles. Then they work the adoption paradox — the people closest to the work often have the most to gain and the most hesitation — with readiness assessment and visible support. Finally they prove value with a 90-day evidence plan, so adoption survives contact with the budget cycle.
How is this different from generic AI training or a workshop we could build ourselves?
It's a system, not an event. The proprietary 5D framework and the AI Leadership Index drive behavior change in how leaders lead through AI, and it's tool-agnostic — so it outlives any single model or vendor rather than teaching this quarter's app.
How do we know it will stick and prove its value?
Each leader takes the AI Leadership Index self-assessment up front to set a baseline, applies the discipline to live workflows during the program, then re-takes it at the end — so you can measure the shift and see where leaders moved, not just whether they attended.
How does it scale, and how does it fit our admin and systems?
Run it self-paced, as a facilitator-led cohort, or certify your L&D team to deliver it at scale. It runs on leaderfactor.app, so enrollment, cohorts, the assessment, and reporting live in one platform your admins manage.
Custom builds
Have your own content? We build on it.
Your frameworks, your language, your brand — built into a custom course on the same instructional system, assessment engine, and platform that runs Leading Through AI™.
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AI Leadership 52/100 
Change Management 59/100 
