The PDP Assessment
A paid assessment of your company’s readiness to become AI-native, scored against People, Data, and Process. It finds the people who can carry the work, maps what they can reach, and produces a plan.
It stands alone. If you never buy anything else from us, you have your champions named, your systems mapped, and three things you can start on Monday.
People are the mechanism
Not the heaviest of three inputs, but the mechanism. Identify the people who can be champions and upskill them to the level they need to succeed. Get the data into their hands so they can move. Those two things change the process by definition, and the company’s job is to understand its own processes well enough to see what is changing and accept that it will.
The PDP Assessment finds those people, maps what they can reach, and produces the plan. The framework behind it explains why the order holds.
The shape of company this fits
- Size
- $10–150M in revenue
- Technical bench
- Zero to two IT people, often an outsourced provider
- Posture
- Companies that understand they need to become AI-native, and are not
Six steps, three to four weeks
The sequence is load-bearing. Each step is designed to test what the one before it produced.
- 01
Executive interview
90 minutesThe CEO and their direct reports nominate the people already using AI without being asked, and we fill in a first pass at the systems inventory live, in the room.
It runs before the survey so the nominations are unaided. Once leadership has seen what the company said, you can never know who they would have named on their own.
- 02
Company survey
Five minutes, everyoneGoes out from the CEO within 48 hours, names required, open for one week. It asks what people already use, how deeply, and what they cannot reach.
This is the only instrument the company answers for itself. Everything else runs through leadership’s line of sight.
- 03
Resource inventory
Completed by the companyThe systems list is finished off: what each one holds, whether AI can reach it, whether the data is trusted, and who holds the keys. Unknowns are marked as unknown, which is itself a finding.
- 04
Champion interviews
45–60 minutes eachOne at a time, with leadership’s completed inventory in hand. We screen for two things at once: whether they know the business deeply, and whether they have the aptitude to build. Either one alone fails.
Always including at least one person the survey surfaced that leadership did not name.
- 05
Findings meeting
With leadershipEarly findings and clarifications, before the report is written. Nothing in the final document is a surprise.
- 06
The report
Scored and evidencedA scored current state, a twelve-month potential, named champions with what each one needs, a corrected picture of the data landscape, quick wins, and the plan between the two.
Scored by us, from evidence
Three layers, scored one to ten against eight sub-dimensions. Never self-scored. The evidence comes from the interviews, the survey, and the corrected inventory.
People
Whether the people exist, whether they know the business deeply enough, and whether they have the authority and the hours to act.
Data
What AI can reach, whether the data in it can be believed, and whether one person holds the only set of keys.
Process
Whether the company understands its own processes well enough to see them change, and whether it will let them.
The Index is the geometric mean of the three layer scores, not the average. A weak layer drags the Index down rather than hiding behind two strong ones, which is the framework’s claim expressed as arithmetic. Each layer also carries a twelve-month potential and a plain statement of what stands in the way, marked as yours to move or not.
What lands on your desk
- A scored current state across People, Data, and Process
- Your champions named, with what each one needs to succeed
- A corrected picture of your data landscape, including what leadership had wrong
- Quick wins you can start on Monday
- A twelve-month potential, and the plan to reach it
All of it drawn from your own people. Nothing in the report is a proposal. You specified it.
Three at minimum, eight at the ceiling
One champion is a bottleneck with a title. Two is a project that ends when someone gets busy. Three is where it stops being one person’s initiative, and it is also the point where the list cannot be filled from a single department.
The upper bound is set by time, not enthusiasm. Every champion needs roughly two hours a week, and it has to come from somewhere real.
Three ways the work gets done
The PDP Assessment scopes which of these you need and who from your company goes into it. Plenty of companies take the report and run it themselves, which is a fine outcome.
Executive AI Cohort
A seat in a running cohort of CEOs, working on their own systems and their own week.
This does the opposite of a chat-window course. It puts working tooling in the executive’s own hands, in their environment, on their systems, against their data, and then trains the judgment to run it.
An executive who can identify, scope, and lead AI work inside their own organization without us in the room.
In-Company Acceleration
Your champions, your systems, your work. One company moving fast.
Three months to take the champions named in the PDP Assessment and turn them into people who can originate their own AI work. Six sessions, every one of them half instruction and half working time, on the company’s own systems.
A group of champions who can originate and run their own AI work, and a sponsor who can lead them.
Do-It-With-You Consulting
We help you get a project done, building alongside your people instead of in place of them.
Sometimes there is a specific thing that needs to exist and the internal team needs a hand getting there. We build it with them, instead of handing over a finished system nobody in the building understands.
The project done, with the capability to maintain and extend it left inside the company.
Find out what you are working with
Most companies are further along than leadership can see, and further behind on data than they think. The PDP Assessment tells you which.