Your team already knows where the work gets stuck. The audit puts it all in one place, and gives you a map for what to do about it.
Most organizations have the pieces: a department that retypes the same data, a spreadsheet only one person understands, staff quietly using AI on their own. What's usually missing is the full picture across departments, and a plan to fix things in an order a busy team can manage. That's what the audit gives you.
Your Blueprint
At the end of the audit you receive an AI Strategy Blueprint, your map. It includes:
- What we found, organized by theme rather than by interview, so leadership sees the patterns that cut across departments.
- Every opportunity, prioritized. Each one is scored for impact and difficulty, and each is tied to what your own staff said in their interview.
- A sequenced plan showing what to do first, second and third, with a concrete next step for each item.
- Where AI is already being used across your organization, and the guardrails that use needs.
- A readout meeting where I walk your leadership team through it and answer questions.
It's written so someone who wasn't in any of the interviews can read the summary and know what to do next.
Five steps
Research
Before we meet, I read what you already have: the org chart, program descriptions, strategic plan and anything else you're willing to share. That way no one spends the first meeting explaining what your organization does.
Kickoff
A working session with your leadership team to confirm what I got right, correct what I got wrong, and agree on who to interview.
Interviews
Hour-long conversations with department leaders and the people doing the day-to-day work. I ask each person to walk me through their real week rather than their job description, including the parts everyone knows are clunky. Where it helps, they share their screen and show me.
Opportunities
Every friction point from the interviews gets assessed: can AI actually help here, or is this a process or staffing issue first? The ones that hold up get scored and written up with the evidence behind them.
Blueprint
Everything comes together in your Blueprint and the readout meeting.
The number of interviews depends on your size. A 15-person organization might need six. A 60-person organization might need fifteen or more.
Getting control of the AI already in use
In every audit so far, staff were already using AI tools, often on personal accounts, with no approved list and no guidance on what information could go in. The first step is simply finding out what's being used and why.
The audit asks every interviewee which AI tools they use and for what, and the Blueprint includes what I found, along with practical guardrails: which tools to approve, what data stays out, and what a workable AI policy looks like for an organization your size.
More on AI policy and guardrails →Your people are safe in this process
- What people say stays confidential. Findings are reported by theme and role, never attributed to a named person. That's what lets staff speak candidly.
- It isn't a performance review. I'm looking at how the work flows, not grading anyone.
- The goal is time back for your mission. I will never recommend replacing a person with a tool.
- Interviews fit around real work. About an hour each, scheduled around your calendar.
A good fit if you...
- have somewhere between 10 and 100 staff, and more than one department
- just finished a strategic plan, or are about to start one
- have systems that don't talk to each other and workarounds that do the job
- know people are using AI and want to get ahead of it
- want a plan built on evidence before you spend money on software
Smaller team? If you have fewer than 10 people, a full audit may be more than you need. Team set-up and training is often the better first step.
See how I help smaller teams →Where it goes from here
The Blueprint is yours to act on however you like: with your own team, with the vendors you already work with, or with me. If you want help, we start with a short scoping session to pick the two or three opportunities that matter most, and I put together a proposal for just those.
See a completed audit
Twenty-one ways in: the AI audit at Habitat for Humanity of Michigan. Five departments, six interview sessions, and 21 opportunities, each one traced back to the interview it came from.
Read the case study →Every audit starts with a conversation
Thirty minutes to talk about your organization, what's getting in the way, and whether an audit is the right next step. Free, and you'll walk away with at least one idea.