A group that mirrors the whole company. A workshop in the room, the online Academy, and a senior trainer alongside them on the real work.
One function alone never covers it, so the group mirrors the company. Who sits in it is a choice we make with you. The criteria are ours, built by doing this.
A senior executive leads the hundred days and says so publicly. Technical skill lives inside the group; the push comes from above it.
Explore, experiment on real processes, and carry what they learn back to everyone else. Nobody leaves their role or their day job to do this.
Any one of them alone fades fast. Held together for a hundred days, they change how people work.
The group works on their own roles, builds their first agents, and writes the plan for the hundred days. They walk out with the tools already switched on: licenses active, a safe place to experiment, and a budget for trying things.
A senior trainer opens with a topic, then listens: everyone brings the case they are genuinely working on. This is the stretch where an initiative usually dies quietly. The mentor is what keeps it alive.
Online lessons prepare each meeting and settle it afterwards, with quizzes and exercises built around each person's own work. Miss a session and you catch up on your own; join late and you reach the others quickly.
"Già dal primo giorno ho sentito un forte click. Ho imparato un nuovo modo di approcciare al lavoro.""Ho iniziato con non poco scetticismo verso gli strumenti AI. Questo corso mi ha dimostrato la loro efficacia e le loro potenzialità.""Ora ho chiaro che con gli strumenti AI ho i superpoteri. Alcune cose velocizzano task ordinari, altre permettono di fare cose che altrimenti non avresti mai fatto.""Ho realizzato tre progetti che senza AI non avrei forse mai potuto realizzare.""Il click è stato capire che la qualità dell'output dipende dalla qualità dell'input.""Ho imparato a strutturare i prompt con il contesto giusto, smettendo di inseguire conversazioni infinite.""Il primo giorno ero molto diffidente verso questa intelligenza artificiale. Ho capito che, se indirizzata e supervisionata, ha un sacco di potenzialità per la nostra realtà lavorativa."Words from people who went through the program, left in Italian. Name and company only for those who gave their consent.
A trainer who has done this work inside companies like yours. Answers land on the case the team brings that day, never on a generic one.
The team builds its own internal knowledge base. Anything learned and left unwritten disappears the moment the person who learned it moves to another project.
Projects born on the company's own processes. Evidence of what they changed. And the AI policy the group wrote for itself.
How the AI-Team becomes permanent. That is the call the hundred days build up to. From there the company walks on its own.
Leadership provides a sponsor. Someone who says out loud that this matters, and says it more than once. A CEO or a senior executive leads the first 100 days through presence, not through code.
Senior trainers who have already run this method inside real companies. They bring a topic, then listen to the cases the team is working on. Real cases, not exercises.
The team shows leadership its projects, its evidence and the AI policy it wrote. Then the company decides how the AI-Team keeps existing: that decision is what closes the 100 days, not the end of a project.
Together we look at the functions, the names and the dates. The proposal for your company comes out of that conversation.