Service · Coaching
AI coaching, in plain English.
For everyone who isn't an engineer and doesn't want to become one. No jargon, no coding, no homework — just practical sessions using your own real work, so you leave able to do something you couldn't do that morning.
Sound familiar?
This is for you if…
- You've opened an AI tool, typed something, got a mediocre answer, and quietly stopped using it.
- You suspect it could save you real time but you don't know where to start — and don't have time to experiment.
- A colleague seems to get brilliant results and you can't work out what they're doing differently.
- You're nervous about getting something wrong, looking foolish, or accidentally sharing something you shouldn't.
- You've sat through a webinar full of terms like "prompt engineering" and "tokens" and left knowing less than when you arrived.
- You manage a team that's expected to "use AI" and you have no idea how to lead that credibly.
None of that is a knowledge gap you should feel bad about. Most AI training is written by technical people for technical people, and then handed to everyone else. This is the opposite.
What we don't do
- No coding. Ever. Not one line, not even "just a little bit of Python".
- No jargon. If a term is genuinely worth knowing, it gets explained in ordinary words. Most aren't.
- No hype. We'll tell you what AI is bad at, because that saves more time than another list of things it can do.
- No generic examples. We use your actual documents, your actual inbox, your actual spreadsheets.
- No death by slides. Roughly 70% of every session is hands-on, with your laptop open.
- No shaming. Every question is fine. The people who ask "what even is it?" usually make the fastest progress.
Curriculum
What you'll actually learn
Six themes. We adapt the depth and the examples to the group — a finance team and a marketing team leave with genuinely different toolkits.
What this thing actually is
A five-minute, honest explanation with no maths: what it's doing when it answers, why it sometimes invents things with total confidence, and why that's a feature of how it works rather than a bug someone forgot to fix. Understanding this one thing changes how you use it forever.
Asking so you get something useful
The difference between a vague request and a good one, taught as a habit rather than a formula: give it a role, give it context, show it an example of what "good" looks like, and say what format you want back. Then how to steer a mediocre first answer into a genuinely good second one.
Your job, specifically
The core of the programme. We map your week and find the tasks worth handing over — the recurring document work, the summarising, the first drafts, the reformatting, the "turn these notes into something presentable" jobs. Then we do them together, live.
Checking the work
A fast, repeatable method for deciding whether an answer can be trusted: which claims need verifying, which never can be, what "confidently wrong" looks like in practice, and where a human must stay in the loop. The single most valuable session for anyone in a regulated or client-facing role.
Staying out of trouble
What must never be pasted in — client data, personal information, anything under NDA, credentials — explained with memorable rules rather than a policy document nobody reads. Plus your own organisation's rules, so people learn the actual boundary rather than guessing at it.
In daily life, too
Because confidence transfers. Planning a trip, comparing options, drafting the awkward email, understanding a letter from an insurer, meal planning, homework help, decoding a contract before you sign it. People who use AI at home get better at using it at work — reliably.
Tailoring
Built around what your team actually does
Same principles, different worked examples. This is the difference between people nodding along and people using it on Monday.
Operations & admin
- Turning meeting notes into actions and owners
- Standardising messy inbound information
- Drafting process documentation from how you describe it aloud
- Summarising long threads for someone who wasn't there
Finance
- Explaining a variance in words a board will read
- Building and fixing spreadsheet formulas by describing the goal
- First-pass review of invoices and expense claims
- Turning a data export into a narrative summary
HR & people
- Job descriptions and interview questions that aren't boilerplate
- Rewriting policy into language people understand
- Preparing for difficult conversations — including rehearsing them
- Summarising engagement survey free-text at volume
Marketing & comms
- Getting it to write in your voice, not generic AI voice
- One piece of content adapted across channels
- Briefs, outlines, and beating the blank page
- Reading competitor material and extracting the actual claims
Sales & account management
- Researching an account before a first call
- Follow-ups that reference what was actually discussed
- Turning a discovery call into a structured summary
- Proposal drafting from your approved material
Leadership
- Reading a long document fast without losing the nuance
- Pressure-testing a plan by having it argue against you
- Board and update writing from scattered inputs
- Judging vendor AI claims without a technical adviser
Formats
Four ways to run it
The starter workshop
Half a day · up to 15 people · in person or remote
The fastest way to move a whole team from "aware" to "using it". Covers themes 1, 2, 4 and 5, with hands-on time on participants' own work throughout. Everyone leaves with three saved prompts and a written personal action list.
Best for: getting started, or resetting after a rollout that didn't land.
The confidence programme
6–8 weeks · 90 minutes weekly · up to 12 people
Our most effective format, because habits form between sessions rather than during them. Each week covers one theme, sets a small real-work task, and opens with what people tried and where they got stuck. Includes a private channel for questions between sessions.
Best for: genuine, durable behaviour change across a department.
Executive briefing
90 minutes · leadership team
Straight talk for people who have to make decisions and sound credible doing it. What's genuinely changed, what's still marketing, what it means for headcount and process, what to ask vendors, and where the real risks sit. Blunt, and specific to your sector.
Best for: boards, SLTs, and anyone about to sign something.
1:1 coaching
Blocks of 4 × 60 minutes
Private sessions built entirely around one person's role and workload. Popular with senior people who'd rather not be the least confident person in a room, and with individuals whose work is too specialised for a group format.
Best for: executives, specialists, and anyone who learns better without an audience.
All formats run in person or remote. Sessions can be recorded for people who miss them, and every format includes a written follow-up pack.
Outcomes
What people leave with
Not a certificate. Actual working artefacts and habits.
- A personal shortlist of the five tasks in your role AI genuinely handles well — and the ones it doesn't, so you stop wasting time there.
- Saved prompts and templates, set up in your own account during the session, not emailed afterwards to be ignored.
- A repeatable way of asking that gets a usable answer first time instead of on the fourth attempt.
- A verification habit you can run in under a minute before sending anything onward.
- A clear red line on what must never be pasted in — one people actually remember.
- Realistic expectations, which is quietly the most valuable outcome. People who know the limits stop being disappointed and start being effective.
Included with every engagement
- Pre-session survey so content matches the room's real starting point
- Session recordings, where you want them
- A plain-English reference guide — no jargon, written for humans
- A starter prompt library tailored to your roles
- A one-page "what not to paste in" card for desks and intranets
- A follow-up Q&A session 2–4 weeks later, once real questions have surfaced
- A short written summary for leadership on where the team landed
Internal champions. On longer programmes we identify the two or three people who take to it fastest and give them extra support to become the go-to person locally. That's what keeps momentum after we leave — far more than any document does.
Honest answers
Questions people ask quietly
I'm genuinely not technical. Will I keep up?
Yes — and you're the person these sessions are designed for. There is no code, no setup, and nothing to install beyond opening a website. If you can write an email and use a browser, you have every prerequisite. In practice the least confident people in the room often finish strongest, because they arrive without bad habits to unlearn.
Is this going to be used to justify cutting my job?
A fair question and we won't dodge it. AI is genuinely changing what roles involve. Our honest view is that people who understand these tools — including their limits — are considerably better positioned than people who avoid them. We're not part of any restructuring conversation, we don't report on individuals, and nothing anyone says in a session goes back to management.
Which tools do you teach?
Whichever ones your organisation has already approved — we adapt to your stack rather than pushing you toward a new subscription. If nothing's been chosen yet, we'll walk through the main options with their real trade-offs and no affiliate arrangements. The skills transfer between tools anyway; the habits matter far more than the interface.
How is this different from the free training our vendor gave us?
Vendor training shows you the features. It's competent, and it's about their product. This is about your job: which of your tasks are worth handing over, how to tell when an answer is wrong, and what your organisation's actual boundaries are. Different question, different answer — and the reason people who've done both still find this useful.
Some of my team are hostile to the whole idea.
Very common, and worth taking seriously rather than steamrolling. Scepticism usually comes from a bad first experience, a fear of being replaced, or watching leadership over-promise. We name all three openly at the start, cover the limitations honestly, and let people opt into what's useful for them. Sceptics who are treated as reasonable — rather than as a problem to be managed — often become the most credible internal advocates.
Can you train a large organisation?
Yes. The usual approach is an executive briefing, then a pilot cohort, then a train-the-trainer programme so your own people can run the workshop with our materials. That scales much better than us delivering the same session two hundred times, and it costs you considerably less.
Let's start with your team's real week.
Tell us who's in the room and what they spend their time on. We'll propose a format and outline the session content before you commit to anything.