Service 03 — Staff Capability Programme
Staff who understand the tools work more effectively with them.
Four sessions across six weeks, tailored to your department and delivered using your own material. Covers what automated systems do, where their output needs checking, and how to describe tasks to them clearly.
What This Delivers
A team that knows what to rely on and what to check.
By the end of the six-week programme, your staff will have a clear and practical understanding of what the automated tools in their working environment actually do — not a general familiarity with AI, but a specific, role-appropriate grasp of the systems they work alongside day to day.
They will know where automated output can be used without further checking, where it needs to be verified before acting on it, and how to describe tasks to these systems in a way that produces useful rather than unreliable results.
The programme also covers your organisation's own policy on acceptable use — or, if that policy does not yet exist, we include a written draft as part of the delivery.
Role-Specific Sessions
Material and exercises are tailored to the department, not delivered as general awareness content that staff have to translate into their own context.
Your Own Material
Exercises use examples drawn from the organisation's actual work — documents, tasks, and outputs that staff recognise — rather than hypothetical scenarios.
Question Channel
A channel for staff questions remains open for two months after the programme ends, covering situations that come up in practice once they are working with the tools regularly.
The Situation
Tools introduced without preparation tend to be used poorly — or avoided.
When automated tools are introduced into a department without structured preparation, staff tend to go to one of two places: over-reliance, where output is accepted and acted on without adequate checking; or avoidance, where the tool is ignored because no one is sure what it is actually doing or when it can be trusted. Neither produces the working environment the organisation intended.
General AI awareness training addresses this only partially. It can explain what these systems are in broad terms, but it does not connect that understanding to the specific tools, tasks, and decisions a given team deals with. The gap between general knowledge and practical use tends to remain.
Departments introducing tools without preparation also tend to lack a clear policy on what constitutes acceptable use — which creates inconsistency between individuals, and uncertainty about what the organisation actually expects. This programme addresses both the practical and the policy dimension.
Our Approach
What the four sessions cover.
| Session | Topic | Content |
|---|---|---|
| 01 | What These Systems Do | A grounded explanation of how the automated tools in your environment work — what they are doing when they produce output, and where that process introduces the errors and inconsistencies that require human checking. |
| 02 | Where Output Needs Checking | Practical exercises using your organisation's own tasks and documents to identify which types of output can be used directly, which require verification before acting on, and which require the kind of judgement automated systems cannot provide. |
| 03 | Describing Tasks Effectively | How to phrase requests to the tools in a way that produces more useful and more consistent results. Practical exercises in writing clear, specific task descriptions using real examples from the department's actual work. |
| 04 | Policy and Acceptable Use | Review of the organisation's policy on acceptable use, including what the tools should and should not be used for, how to handle output that touches on sensitive information, and what to do when the system produces something unexpected or incorrect. |
Before the programme begins, we spend time understanding the specific tools your department uses and the tasks they are being applied to. Session material and exercises are prepared from that understanding — not adapted from a standard curriculum. The difference in relevance is noticeable and tends to affect how engaged staff are with the content.
What Working Together Looks Like
Six weeks, with preparation handled on our side.
Before the programme starts, we hold a working conversation with the department manager or a designated internal contact to understand the tools in use, the kinds of tasks staff apply them to, and any specific concerns or misconceptions that have come up already. We gather a sample of the department's actual documents and task types for use in exercises.
The first two sessions are held in the first half of the programme, with a gap between them to allow staff to apply what was covered to their actual work before the next session. Questions that come up in that interval are brought into the following session rather than saved for the end.
The second half of the programme covers the more practical and policy-oriented content. Session four includes review and discussion of the acceptable use policy draft, with input from staff on areas that are unclear or that do not reflect how the tools are actually used in the department.
After the programme ends, a question channel remains open for two months. This covers situations that come up in practice once staff are working regularly with the tools without session support. Questions are answered directly, typically within two working days.
Investment
One fixed fee for the full six-week programme.
¥29,000
Fixed Fee — JPY
This covers the scoping conversation, preparation of tailored session material, all four sessions delivered across the six weeks, the written acceptable use policy draft, and the two-month question channel that follows.
The fee is fixed regardless of the department's size, within reasonable limits. If you are considering the programme for multiple departments, we discuss that in the initial conversation and scope accordingly.
Scoping conversation and preparation of role-specific session material
Four sessions delivered across six weeks, using the department's own material
Practical exercises in task description and output verification specific to your tools
Written acceptable use policy draft for review and adoption by the organisation
Session notes and reference material for staff to keep after the programme ends
Two-month question channel open to all programme participants after completion
How We Work
Why tailored preparation produces different results.
The programme is built around the principle that understanding is more durable than instruction. We do not tell staff what to do and what not to do. We give them a working understanding of what the tools are doing — well enough that they can make their own judgements in situations the sessions did not explicitly cover. That is what the two-month question channel is for: the judgement calls that come up in practice.
This programme is suited to departments where automated tools have been introduced — or are about to be — and where staff have had no structured preparation for working alongside them. It is not a general digital skills programme. It addresses the specific challenge of working effectively with AI-assisted tools in a professional context.
Six weeks allows gaps between sessions that are important for the programme to be effective. Staff apply what they have covered to real work between sessions, and questions that arise from that application inform the next session. Compressing all four sessions into a shorter period reduces that benefit significantly.
4 sessions
Programme Length
Delivered across six weeks with gaps for practical application between sessions.
2 months
Question Channel
Open after the programme ends for questions that come up in day-to-day use.
Your material
Exercise Basis
All exercises use documents and tasks from your actual department, not generic scenarios.
Our Commitment
What you can expect throughout.
Prepared, Not Generic
Session material is prepared specifically for your department. If after the scoping conversation we conclude that the programme is not well suited to your situation — for instance, if the tools in use are too new or too varied to be addressed effectively within four sessions — we will tell you that before any commitment is made.
Questions Welcomed
Sessions are run as working conversations, not lectures. Staff are encouraged to bring questions and scenarios from their actual work. The two-month question channel after the programme ends reflects our view that the most useful questions tend to come up once people are working independently with the material.
The initial scoping conversation before we confirm the programme is without charge and without obligation. It is also where we find out whether this programme is the right shape for what you need, or whether a different approach would serve the department better. Either outcome is a useful one.
Next Steps
How to get started.
Use the contact form on the home page. A brief description of the department, the tools in use, and what has prompted the interest in the programme is enough. We will take it from there.
We respond within two working days and arrange a scoping conversation — usually forty-five minutes — to understand the department, the tools, and what preparation has already taken place. This conversation is without charge.
If we proceed, we confirm the session schedule in writing and begin preparing tailored material. We may ask for a small sample of department documents to use in exercises. The preparation period is typically one to two weeks before the first session.
The four sessions run across six weeks. After the final session, the question channel opens and remains available for two months. The policy draft is delivered alongside the final session material for the organisation to review and adopt in whatever form suits it.
Staff Capability Programme
Staff work more effectively alongside tools they understand.
A scoping conversation is where we find out whether this programme is the right fit for your department. There is no charge for that conversation and no obligation to proceed.
Other Services
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