Organisations spend millions on AI tools — and watch most employees never use them confidently. I close that gap: designing capability programs, learning ecosystems, and adoption strategies that make AI work stick, at scale, across professional service firms.
"Most organisations have invested in AI. Few have solved the adoption problem."
Most organisations have invested in AI tools. Few have solved the adoption problem. For over a decade, I've worked at the intersection of strategy, learning science, and organisational change — asking one question: what actually makes capability stick?
From diagnosing readiness to designing ecosystems — grounded in research, proven in practice.
Design and deliver leadership and workforce programs that move people from awareness to confident daily use of AI — with measurable behaviour change at every level.
Diagnose workforce capability gaps, assess organisational AI maturity, and align development priorities with business strategy using evidence-based frameworks.
Build integrated environments where platforms, pathways, and workflows embed capability development into everyday work — not separate training events.
Track capability uplift, adoption rates, and business outcomes so leaders can make confident investment decisions backed by ROI evidence.
Apply research-backed frameworks to understand resistance, design for adoption, and sustain meaningful change across professional services firms.
Hands-on experience implementing AI-powered LXP platforms with 80%+ adoption, building GenAI badge programs, and creating AI-enabled design tools.
Frameworks matter only when they become something people can actually use. So I've turned this thinking into working tools you can try yourself.
Practical tools that translate research and experience into hands-on capability for organisations exploring AI.
Full dissertation: Strategically Leveraging Learning Technologies for Sustained Employee Engagement and Performance in Professional Service Firms. USC Rossier School of Education. Defended November 2025 — six months ahead of schedule. Graduation: August 2026.
A writing coach for dissertations and essays that goes well beyond editing. It automatically detects issues and returns suggestions and warnings grounded in APA7 rules — using algorithmic AI to embed each rule directly into the review and produce an annotated copy students can quickly scan and refine. The goal isn't just correctness; it's raising the efficiency and effectiveness of academic writing.
Try the writing coach ↗An AI-powered adaptive learning experience — designed to personalise content delivery based on learner behaviour, knowledge state, and performance signals. A live proof of concept developed as a class activity, exploring the future of intelligent, learner-centred design.
Try the learning player ↗A research-based interactive assessment tool to help organisations diagnose their current AI readiness — evaluating strategy, workforce capability, data foundations, governance, and culture. Generates a tailored maturity profile with prioritised recommendations.
Try the diagnostic tool ↗A thinking-partner skill that turns an agreeable AI chat into a genuine sounding board — helping individuals reach their own insight rather than be handed a tidy answer. Built on the Johari Window, Edward de Bono's Six Thinking Hats, and the Socratic method. A practical example of AI capability at the individual level.
A high-standard communication coach for accomplished professionals, founders, experts, and senior operators — those whose substance is already strong, but whose spoken presence doesn't yet fully match the authority they've earned. A custom GPT built to coach to excellence, not comfort.
Open the Communication Coach ↗Every one of those tools rests on evidence, not opinion — and that evidence comes from my doctoral research into what really drives adoption.
A qualitative study of AI-powered learning platform adoption in professional service firms — dissertation defended November 2025, six months ahead of schedule. Graduation: August 2026.
University of Southern California · Rossier School of Education · Organisational Change & Leadership
Committee Chair: Dr. Monique Datta
Compliance created activity but not learning. Intrinsic motivation — when curiosity drives the learner — outperforms mandatory training as a lever for sustained engagement.
Employees engaged even during peak workloads when content was immediately relevant. The real obstacle was poor alignment between content, timing, and work demands.
When leaders shared their own learning journeys, employees perceived learning as legitimate and low-risk — more influential than system features or incentive schemes.
Employees showed greater trust when AI acted as a guide or sounding board — not merely a search or recommendation engine.
Unclear navigation and cognitive overload were the primary reasons for disengagement — removing micro-friction drives adoption more than motivation campaigns.
Leaders know platforms exist but lack procedural know-how for daily use. Embed how-to guides in the flow of work.
Currently driven by avoidance rather than approach. Leverage expectancy value — clarify relevance and why it helps client work.
High-performance culture vs. collective learning momentum. Leadership sponsorship is in high demand.
Research is never truly finished; it keeps opening new questions. Here's where I think out loud about how people and AI can work well together.
None of this is theoretical. It's been built, tested, and refined across 18 years of senior roles inside two of the world's most demanding organisations — where the stakes were real and the scale was large.
Select a role to explore the work behind the title.
Behind the practice, the tools, and the research is a deliberate, lifelong commitment to learning what matters — formally and in the field.
I'm always happy to connect with organisations, researchers, and practitioners thinking about AI capability, learning strategy, and workforce transformation.