Who
Should Attend
Employees selected or volunteering to lead peer AI adoption within their function.
What participants can do by the end
Identify the core responsibilities and boundaries of the AI Champion role, advocacy, peer coaching, adoption tracking, and escalation. Apply a peer-coaching structure to guide a colleague through their first AI-assisted task, addressing hesitation, skill gaps, and tool selection. Examine adoption blockers in a peer’s specific role, fear-based, skills-based, workflow-based, and select the intervention appropriate to the blocker type. Evaluate the health of an AI adoption effort within their function using defined adoption indicators, usage, output quality, sentiment, and identify when escalation to leadership is warranted. Build a 90-day AI Champion action plan for their function, specifying coaching cadence, community-building activities, and success metrics
How the three days build
Day one defines what a champion actually does day to day, advocacy, first-line support, a feedback loop to leadership, and how the role differs from IT support, governance, and line management, then covers the credibility factors that earn peer trust, the AI fluency baseline a champion needs before coaching others, and diagnosing three blocker types, fear-based, skills-based, workflow-based, before a colleague even asks for help. Day two is entirely practical, a coaching conversation structure for a colleague’s first AI task, the difference between coaching and rescuing, guiding without doing the task for them, running a full peer coaching session end to end, then planning a lunch-and-learn or micro-demo session and building a peer community around AI use without creating comparison pressure. Day three covers adoption health indicators, usage frequency, output quality, sentiment, distinguishing genuine adoption from compliance theatre, and knowing when to escalate a stalled effort, before building a 90-day champion plan with coaching cadence, community touchpoints, and success metrics.
Participants leave as a supported, bounded role, not an unofficial help desk.
Why this matters before anything else:
Rolling out function-specific AI training, for HR, for finance, for marketing, onto a workforce with wildly uneven AI literacy means half the room is lost before the department content even starts. Organizations that run AI For Everyone first see faster completion and stronger engagement in every program that follows, because participants arrive already comfortable opening the tool, already primed to ask the right questions, and already aware of the boundaries their organization expects. It’s the cheapest, fastest way to raise an entire workforce’s AI floor at once, rather than leaving adoption to whichever employees happened to experiment on their own.
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