Is your organisation ready to be AI-native?
Six levels of maturity, two ways in: a short diagnostic that gives you an indicative level, and a full engagement scored on what your people actually do with AI under observation.
Free · 4 minutes · instant result
Take the readiness diagnostic.
Eighteen statements, scored against the framework’s rubric as you answer. You leave with an indicative level and the dimension to work on first.
Six levels. One clear path forward.
- L1
AI as a search bar
Entry state
Employees treat AI like a slightly smarter Google. Queries are reactive and disconnected.
- L2
AI as an assistant
Building
Templates and skills are established. The team has go-to prompts and role-aware queries.
- L3
AI as a teammate
Individual mastery
AI is genuinely useful day to day. Context is maintained across sessions and outputs are iterated.
- L4
AI as an operating system
Team level
The first organisational-level state. Teams work from shared playbooks and consistent output formats.
- L5
AI as autopilot
Org scale
Workflows are substantially automated. Agent teams handle sequences of tasks with exception-based oversight.
- L6
AI as the engine
Compound growth
Self-improving, memory-driven systems at scale. Capability compounds instead of plateauing.
The full engagement is behavioural and observed.
Asking people how good they are with AI measures confidence. Watching them work measures capability. Scoring is rubric-based placement, and the output is a heat map of your cohort by level and role archetype.
- 01
Cohort selection
Pick the roles that matter — the ones whose output changes if AI works.
- 02
Behavioural task scenarios
People do real work under observation. The diagnostic gives an indicative level; this is where the real measurement happens.
- 03
Heat map and level scoring
Rubric-based placement produces a distribution by level and role archetype.
- 04
Intervention design
Each level has a different next move. The map says which one applies where.
- 05
Quarterly re-assessment
Re-run it and watch the distribution move. That movement is the metric.
Re-assessment runs quarterly, with checkpoints at months 1, 3, 6, 9 and 12. The metric is not where the cohort sits — it is how far the distribution has moved since the last read.
Where the level shows up in the business.
Revenue
Teams at level 4 and above compress the work between a question and an answer, which shows up first in how quickly deals move.
Operating cost
Automation only pays once workflows are shared rather than personal. That threshold sits at level 5.
Institutional knowledge
Memory-driven systems keep what the organisation learns instead of losing it when someone leaves.
Competitive position
Capability compounds. The gap between a level 2 organisation and a level 5 one widens every quarter.
Find out which level your teams are actually on.
We run the assessment with a selected cohort and hand back the heat map, the placement and the intervention each level needs.