Building AI Fluency from the Ground Up
2023-2025
AI fluency—it may mean different things to different people. To me, it meant building genuine organizational capability, not just providing tool access.
I designed a comprehensive AI transformation program that achieved 50% voluntary participation before requiring it, then drove 100% completion of the AI curriculum across the entire organization in five months.
This initiative included curriculum development, custom tool creation, department champion networks, and executive sponsorship strategy that transformed AI from optional experiment to standard practice.
Here’s how it happened.
The Challenge
Rather than a traditional training-only approach, I designed a comprehensive change management ecosystem with multiple reinforcing components
Six Components of Organizational AI Transformation
Learning Design
Structured learning experiences build foundational knowledge and practical application skills.
Core Curriculum & Policy
Built a comprehensive training program and corporate AI policy integrated into onboarding, ensuring all employees started with consistent baseline knowledge and organizational guidelines.
Interactive Learning Sessions
Themed voluntary workshops with real-time practice (Prompt Power, Email Edition, Transcript Tactics), achieving 25%+ participants per session with 80%+ retention over multiple sessions.
Enabling Technology
Custom tools and scalable content reduce barriers to adoption and accelerate proficiency.
The SPARKS✨Method
Framework solving AI’s productivity paradox through structured prompts, champion-curated organizational library, success feed, and analytics. Transforms scattered use into institutional capability while teaching AI fluency.
Try SPARKS✨ in Action!
1️⃣ Is AI the right tool? 1 min check → 🔥Ignition Point
2️⃣ Build a prompt 5 minutes → SPARKS✨Builder
3️⃣ Ready for AI to be your partner? → ⚡ARC Engine
🧩Curious how this all works together?
Explore the thinking behind the SPARKS✨Method →
Microlearning Series
2-5 minute practical demonstration videos showing real workplace applications (client emails, transcripts, file comparison) that generated tutorial requests and lowered entry barriers.
Change Enablement
Strategic support systems and communication are driving voluntary adoption and sustaining momentum.
AI Champions Network
Cross-departmental team providing peer support, amplifying adoption through trusted relationships and department-specific guidance.
Strategic Communications Campaign
Multi-channel messaging across Slack, all-hands meetings, and newsletters celebrating early adopters, maintaining visibility, and building organizational momentum toward 50% voluntary adoption.
The Turning Point
The transformation became real during the company’s 3-day offsite in April 2025.
I’d facilitated an external AI expert panel and discussion session that ran the full hour—people had questions, concerns, and ideas they needed to get out. The President announced AI training would be mandatory. Energy was building, but it was still abstract.
The next day, I pivoted my scheduled session. Quick stats on what we’d accomplished, then the rest of the time: live, collaborative prompt creation with the entire company.
We had a task. I asked: “What should we include? What tone do we want? What constraints matter?”
People in the room and on Zoom (staff at home around the world) started calling out suggestions. My boss typed everything into Perplexity in real time on the big screen. We pushed the prompt, evaluated the output, and refined it together.
Then the CEO got up from her seat in the back of the room, walked to the front, and stood there cheering people on and yelling suggestions. “What about this! We gotta do this!” Making it informal, energetic. Everyone yelling stuff out. Real-time iteration. Showing people how to actually use AI for everyday tasks.
That visual—the CEO physically moving from back to front, standing and participating, made it real. This wasn’t a mandate from leadership. This was something we were doing together.
Four weeks later, 100% curriculum completion.
The Numbers & Skills
Beyond the Metrics
This program positioned Kruze for AI performance accountability in 2026—not just tool usage, but genuine organizational capability. New hires entered at the same fluency level as existing employees. The infrastructure, culture, and systems were sustainable.
That’s what AI transformation looks like when it’s done right: not mandated compliance, but deep organizational capability that outlasts the person who built it.
Detailed program materials and implementation strategy available to discuss in interview settings.
