Your title stopped telling the truth about your job months ago. Get a personalized coaching plan before the next reorg writes your next job description.

Risk theater: Championing AI without a personal plan puts your name on the risk.
Calendar proof: Task mix and rising routine share already show what your week is becoming.
Hidden signals: A pilot sitting next to a hiring freeze changes the recommendation. We name that before you walk into the room.
Sized to you: Recommendations matched to your financial runway, governance exposure, and decision horizon.
One call, one plan: Leave with dated Protect / Drop / Learn commitments, not a generic slide.

Choose a package

Start with the full diagnostic. Add a live session when you are ready to commit to a plan.

Sample report · Preparing for your Coach Call · Sample coach notes
Preview prefills the Maya Chen sample and opens Contact so you can click Next through every screen. Use “Skip to finished report” (or #demo-report) for the Maya sample dossier.

Step · Contact

Who is this plan for?

First name

Used to personalize how the plan addresses you.

Last name

Email

Where we send the plan and any scheduling notes.

Phone (optional)

Step · Human capital

Credentials, tenure, leverage

Undergraduate school

Optional context on role and background.

Graduate school (if any)

Highest credential

Field / major

Regulated license or practice constraint?

Whether a license or practice rule limits what can be automated.

License type (if yes)

Years in current role

Years in occupation

Years in industry

2-3 portable strengths

How long you have been in this seat and field.

Formal learning in last 24 months

Step · Work & context

Current seat and market

Current title

Current organization

Prior roles (brief)

Recent path into this role, not a full résumé.

Geography (metro / region)

Physical presence in the work

Organization type

Step · Task mix

Where your week actually goes

Occupation labels hide heterogeneity. Estimate shares (~100%) and how AI meets each bucket.

Routine-share trend (vs 12-24 months ago)

How much of the job is on a screen vs in person.

Optional: routine share ~12-24 months ago (%)

Top tasks to protect

Work you most want to keep doing yourself.

Top tasks willing to automate / offload

Step · Payment

Payment gate

You can complete Contact through Tasks before payment. Continuing past this point requires payment for your selected package. This pilot uses invoice-based payment (no live card charge on this page).

Selected package

—

After you confirm, we invoice you directly. Completing this gate unlocks the rest of the diagnostic.

Step · Engagement

Energy and meaning (non-clinical)

Short signals only: not a burnout diagnosis. High exposure + low energy is a different plan than high exposure + high vigor.

Energy / vigor at work most weeks

How drained or energized you usually feel during the workweek.

DrainedEnergized

Meaning / dedication in the work

How much the work still feels worth caring about.

ThinStrong

Cynicism / detachment from the role

How often you feel numb, checked out, or "going through the motions."

NoneHigh

Recovery quality outside work

Whether evenings and weekends actually restore you.

PoorGood

Intent to leave within 12 months (optional signal)

How seriously you are considering leaving this role in the next year.

NoneStrong

Step · AI, organization & leadership

Acceptance, climate, and leadership readiness

How much of your week already runs through AI tools?

Share of your week that already involves AI tools.

Not at allConstantly

Perceived usefulness of AI for your current role

How useful AI feels for the job you have now.

LowHigh

AI self-efficacy: confidence experimenting with tools

How confident you feel trying new AI tools.

LowHigh

AI anxiety / job-threat worry

How worried you are that AI could threaten your role.

LowHigh

Facilitating conditions (tools, time, permission)

Whether you have tools, time, and permission to use AI.

PoorStrong

Preferred learning mode

AI tools you know / use

Organizational AI readiness

Org AI maturity

Has an AI pilot been discussed alongside a hiring freeze, headcount reduction, or reorg (even informally)?

How you prefer to learn: coach-led, solo, or with peers.

Optional note (freeze / reorg context)

Manager support for AI experimentation

How supportive your manager is of trying AI.

LowHigh

Approved tools & policy clarity

How clear the rules are on which AI tools you may use.

UnclearClear

Training access for AI literacy

Whether you can get training on AI skills.

NoneStrong

Peer norms / safety to experiment

Whether peers make it safe to experiment with AI.

UnsafeSafe

AI leadership readiness (~2 min)

Maps to four executive pillars: cognitive readiness, strategic value creation, org/talent enablement, governance/ethics.

Comfort operating amid ambiguous AI outcomes

How steady you stay when AI results are unclear.

LowHigh

Willingness to unlearn practices that no longer fit

How ready you are to drop old habits that no longer work.

LowHigh

Fear that your expertise is becoming obsolete

How strongly you fear your expertise is going stale.

LowHigh

Ability to separate AI ROI bets from gimmicks

How well you tell real AI bets from hype.

WeakStrong

How well you spot AI opportunities/threats in your domain

How early you notice AI chances or risks in your field.

WeakStrong

Speed of committing resources once an AI bet is clear

How fast you fund or staff a clear AI bet.

SlowFast

How much psychological safety you create for others to experiment

How safe others feel to try AI around you.

LowHigh

Commitment to upskilling people (not only tools)

How much you invest in people learning, not only buying tools.

LowHigh

Willingness to redesign workflows, not just add copilots

How open you are to changing how work is done, not only adding a bot.

LowHigh

Attention to bias and fairness in AI-assisted decisions

How carefully you watch for bias when AI helps decide.

LowHigh

Care with IP, confidential, and personal data in prompts

How careful you are with sensitive data in prompts.

LowHigh

Attention to compliance / policy before scaling AI use

How carefully you check policy before scaling AI.

LowHigh

Concrete compliance exposure

Which tools currently touch regulated / client / patient data?

Which tools handle regulated or sensitive data today.

Other tools (optional)

Has IT or compliance formally reviewed any of them?

Step · Decision context

Stage, horizon, success

Career stage (self-label)

Primary decision now

Time horizon

Coach challenge openness

Months of income gap you could absorb

Whether IT or compliance has reviewed those tools.

Dependents / financial constraints (optional)

Risk tolerance for career moves

Protect capitalAggressive bets

Non-negotiables

How much career risk you can take right now.

One-sentence success definition

Free-text decision focus

What is the real challenge here for you? Strongly encouraged

The deeper challenge under the first problem you named. Required for full Comprehensive Plan packages.

Optional: habits that may get in the way Optional

A light check on habits that can get in the way when leading with AI. Skip any item; blank answers are fine.

Adding too much value / jumping in with answers before others finish

RarelyOften

Needing to win / be right in AI debates

RarelyOften

Withholding recognition when others (or tools) contribute

RarelyOften

Defensiveness when challenged on judgment or AI use

RarelyOften

Prior feedback history

Past feedback shapes what new input will land, and what still feels unresolved.

Have you received formal 360-degree feedback?

Have you received useful feedback from your immediate supervisor in the last 12 months?

Which sources apply? Select all that apply

Lightweight 360 proxy Optional

Capture emails + self-proxy only tonight: no send infrastructure. Coach notes will mark invites pending when emails are present.

Manager email (optional)

Peer email (optional)

“My manager would say I create space for safe AI experiments”

DisagreeAgree

“Peers see me as careful on risk”

DisagreeAgree

“I am seen as pushing AI faster than the org can absorb”

DisagreeAgree

Step · Submit

Confirm and Submit

Thanks for taking the time to complete this diagnostic. We will be back with your report within 24-48 hours, after review by your coach.

Submitted