#01
Measure, by role
The same 20 questions to each person separately. We care about the disagreement between answers, because that gap tells us who to train and on what. Free, and yours to keep: evaluationai.kreante.co.
AI Training & Enablement
AI Training & Enablement
AI Training and Enablement
We work alongside your team, on your actual processes, in your actual tools, until the new way of working is the normal way of working. Then we leave.
Delivered in English, Spanish and French
Definition
What does AI training and enablement actually mean?
AI training and enablement means teaching the people who already do the work to do it with AI, and then leaving them able to keep going without us. The goal is that you stop needing us.
Most AI training is a webinar. Everyone attends, everyone nods, and three weeks later the work looks exactly like it did before.
We do the opposite of a webinar. We work alongside your team, on your actual processes, in your actual tools, until the new way of working is the normal way of working. Then we leave.
This is the pillar most agencies skip, because teaching a client to do something is worse business than doing it for them forever. We think it is the only version that survives, because the alternative is a dependency that both sides eventually resent. A team that can adapt its own workflows when the tools change in six months is worth more than a workflow we built and you cannot maintain.
The real constraint
Why is training the constraint rather than the technology?
McKinsey reported in March 2025 that more than 80 percent of organisations using gen AI see no tangible impact on enterprise-level EBIT. The tools in those companies work fine. What is missing is the habit.
We saw the same thing in the field. In one 133-person company, Kreante ran a maturity assessment across five leaders before touching anything. Kreante's baseline came back at an average of 2.23 out of 5. But the useful number was not the average, it was the spread: operators scored their own maturity around 1.4 while managers scored it above 3. The people doing the work and the people deciding about the work had completely different pictures of the same company.
And one question got the same answer from all five: nobody knew which AI tools the company used or paid for. You cannot train a team on a stack no one can list.
The spread matters more than the average
AI maturity assessment, 133-person company, five leaders answering the same 20 questions separately.
Operatorsthe people doing the work
1.4
Managersthe people deciding about the work
3.0+
Averagethe number that hides the problem
2.23
012345
Self-reported AI maturity score (out of 5)
All five respondents gave the same answer to one question: nobody knew which AI tools the company used or paid for.
That is why every engagement starts with the assessment rather than the curriculum.
The engagement
How does AI training and enablement work?
#02
Map the real work
We sit with each function and map what they actually do, task by task. Not the org chart version. The version with the spreadsheet nobody mentions in meetings.
#03
Train on your own processes
Generic prompt courses do not transfer. We build the exercises out of your work, so what people practise on Tuesday is what they do on Wednesday.
#04
Appoint an internal owner
Every engagement names someone inside the company who carries it after we go. In the company above, that person emerged during discovery: an operations lead who was already building his own workflow before we arrived. We did not create the champion, we found him and gave him the mandate.
#05
Measure the same questions again
Same 20 questions, same people, some months later. That is the only honest way to know whether the training took.
The curriculum
What does AI training for employees actually cover?
Working with AI as a colleague rather than a search box. Where to keep a human in the loop and where not to. How to tell a task that should be automated from one that should be redesigned. How to write down what you know so an agent can use it. Which decisions must never leave a person. And what your data can and cannot be sent to.
The mix changes by role, which is the whole point. Finance needs to know what cannot be pasted into a public model. Operations needs to know which recurring judgement is stable enough to hand over and which is not. Leadership needs to know how to read a result nobody in the room produced by hand, and how to decide whether to trust it.
We do it in English, Spanish and French, which matters if your team is distributed.
Limits
What we will not do
We will not certify your team on a tool we have not used in production. We will not run a one-off keynote and call it enablement. And we will not train people around a process that is broken, because a well-trained team executing a bad process just gets to the wrong answer faster. If discovery shows the process is the problem, we will say so and point you at AI consulting first.
We will also not promise adoption we cannot measure. If nobody can name the number the training is supposed to move, the engagement has no finish line, and everyone involved will quietly agree that it worked.
Fit
Who is AI training and enablement for?
Companies where the technology is not the blocker. You have tools, you may even have a pilot that worked, and adoption stalled anyway. Usually 50 to 500 employees, multi-location or distributed, where the head office and the field have drifted apart.
The buyer is typically the owner, the COO, or whoever just got handed transformation as a job title. What they tend to have in common is that they have already spent money on AI and cannot point to what changed because of it.
Who this is not for
If you need a compliance certificate rather than a change in how work happens, we are not the right firm.
Deliverables
What do you get at the end?
| Deliverable | What it is for |
|---|---|
| Maturity baseline with the spread across roles | Shows who to train and on what, not just an average |
| A map of the real work by function | The version with the spreadsheet nobody mentions in meetings |
| Sessions built from your own processes | What people practise is what they actually do |
| A named internal owner with a written mandate | Someone carries it after we leave |
| Re-measurement against the original baseline | The only honest test of whether the training took |
The baseline and the re-measurement are the pair that matters. Everything else is the work that happens in between them.
Proof in the results
Their ideas became their competitive edge
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The other two pillars
Where this sits next to the rest
AI Consulting
We find out what your current process costs before recommending anything, then hand you a roadmap ordered by certainty of mechanism.
See AI consultingAI Implementation
Agents, automations and custom software that move a number you can name. We instrument the process first, and you own the code.
See AI implementationFrequently asked
Clear answers before you book the first session.
A service. There are sessions, but the deliverable is a change in how the work gets done, measured against the score you started with.
Usually weeks, not months, and it runs alongside normal operations rather than pulling people out of them.
Yes, and that is often the whole engagement. The most common finding is that a company owns capability it never learned to use. If training shows the tool genuinely cannot do what the work requires, that becomes an AI implementation conversation rather than a training one.
Yes. Our own team is fully remote across Latin America, Europe and the US, and we deliver in three languages.
That shows up in the assessment spread immediately, and it is a real answer. We have told clients that the training should start with the leadership team.
Same 20 questions, same people, later. Plus whatever operational number the training was supposed to move, which we agree on before starting.
Start here
Start with the baseline
Have your leadership team take the assessment separately and compare the answers. The spread will tell you more than the average, and it costs nothing. Then book a working session to go through what it showed.
Fully remote senior team across Latin America, Europe and the US. We deliver in English, Spanish and French.