Plan AI integration across your teams with the STEP method

One day to decide, activity by activity, what AI carries out, what it assists with and what remains the decision of a named person. Participants leave with a map of their area of responsibility, 2 redesigned processes and a 30-day rollout plan.

1 day, 7 hours In person, remote or hybrid Executives and decision-makers
Quote or registration See the program
A person sorts a series of labels into 3 separate groups on a board

This training course is designed for:

The executive who paid for the licenses

Their teams have had access to AI for months, and the executive still can't say how the work itself has changed.

The manager who has to decide

They have to name the tasks that move to the tool and those that stay under the responsibility of someone in their department.

The HR director who plans ahead

She sees the questions about job descriptions, skills and workload coming and wants to deal with them before they escalate.

Plan AI integration across your teams with the STEP method

Learning objectives

The learning objectives of this training course can be assessed. By the end of the session, each participant is able to:

  • Describe the 4 stages of Paul Leonardi's STEP method (segment the tasks, evolve the roles, keep learning, evaluate differently) and explain the order in which they follow one another
  • Build an inventory of the actual activities in their area from their own organizational documents, bringing implicit tasks to light
  • Segment each inventoried activity into automation, augmentation or direct human responsibility, justifying each classification against a criteria grid
  • Redesign 2 processes in their area by setting out, at each step, the actor, the input data, the human checkpoint and the acceptance criterion for the deliverable
  • Identify the effects of transferring tasks on their team's roles, skills, workload and responsibilities
  • Build an upskilling plan by role and choose 3 to 5 observable tracking indicators, each with a baseline value and a review date
  • Draw up a phased 30-day rollout plan with a clearly scoped first batch, a dated sequence and checkpoints
  • Identify the confidentiality and data governance issues raised by using generative AI on the company's internal processes

Audience and prerequisites

Target audience. Leaders of small businesses and SMBs (owners, presidents, CEOs) who are considering bringing generative AI into their teams' work. Managers and department heads responsible for an area of activity and for organizing the work of several employees. Operations directors, HR directors and transformation leads who need to scope an AI rollout across a whole division.

Prerequisites. No programming or technical prerequisites. The course assumes that the trainee manages a team or runs an area of activity they know and can describe, since all the exercises are based on their own work processes. Experience managing a team or running an area of activity. Enough knowledge of their department's processes to describe them step by step. Comfort with everyday digital tools (web browser, office suite, email, file manager).

Each participant's actual level is checked before the session with a placement questionnaire, which is used to adjust the course outline.

Program

The full outline, sequence by sequence, is in the detailed program you receive before registering.

Lay out the 4 stages of Paul Leonardi's STEP method and the order in which they follow one another. Tell a task carried out by a system apart from a task where the system assists a person who decides.
Apply a criteria grid to classify an activity as automation, augmentation or direct human responsibility. Justify each segmentation decision in writing.
Describe a process step by step and produce its target version, actor by actor. Place human checkpoints at the steps where the company's liability is at stake.
Design your team's upskilling as a program sustained over time. Build a training plan by role, with deadlines and dedicated time blocked out in schedules.
Formalize a 30-day rollout plan built around a clearly scoped first batch. Assess what was learned during the day against the learning objectives.

Want this training for your team?

Answer 3 questions and your estimate appears. We call you back within 48 hours with the quote, the detailed program and possible dates.

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Teaching methods and resources

The course alternates between live demonstrations with commentary, guided workshops and hands-on practice on the participants' real cases. Theory is limited to what you need to put things into practice.

  • A practitioner trainer who works on the topics taught
  • Course materials provided to each participant
  • Each participant works on their own computer with their own files
  • Environment set up in advance and tested before the session

In person

The training takes place at the client's premises. The client provides a room equipped with a projector or screen, an internet connection and one computer per participant.

Remote

The training takes place in a virtual classroom, as a group and live with the trainer, at set times. Participants interact by voice, screen sharing and chat, in both directions and throughout the session. Each participant's login is recorded and serves as proof of attendance. Technical support is available by email and phone for the whole session, and a connection test is offered before the day.

Hybrid

A single session can bring together on-site and remote participants. The trainer leads from the in-person venue, and remote participants follow in a virtual classroom with the same individual support and the same deliverables.

Assessment and certification

  • Placement questionnaire before the training starts
  • Continuous assessment through the exercises produced during the session
  • Final assessment of what was learned against the objectives listed above
  • Satisfaction survey at the end of the session, then a follow-up survey a few weeks later

Each participant receives an end-of-training certificate stating the objectives and the assessment results. A certificate of completion is also sent to the funding body where applicable.

Jessy knows his subject inside out and, above all, shares it passionately with his students. His advice and follow-up will certainly help the CAMPUS 2023 apprentices and the clubs where they work. I very strongly recommend him.
Christophe Peyrat
Christophe Peyrat

Trainer, ADPS

Official title in the training program: “Penser l'intégration de l'IA dans ses équipes avec la méthode STEP de Paul Leonardi : segmenter les activités avant d'automatiser” (Planning AI integration across your teams with Paul Leonardi's STEP method: segment activities before automating). Page updated on August 31, 2026.

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The course videos and emails are in French.

Any questions?

Jessy Martin Academy is a registered training provider [a status declared to the French State], which lets your company charge the cost to its skills development plan [the training plan a French employer funds from its own budget]. Funding from an OPCO [French skills operator that funds employee training] also requires Qualiopi certification [France's quality certification for training providers], which is in preparation.
The time between your request and the start date is set during the scoping call and appears in the training agreement [the contract French law requires between a company and its training provider]. Allow 15 days minimum, more if an external funder is involved.
Yes. That's exactly what the scoping call is for: the outline is adjusted to your industry, your tools and the participants' actual level, checked with a placement questionnaire before the session.
Let us know in our very first conversation. Together we look at adjustments to materials, pace, duration or assessment. The details are on our quality page.
Paul Leonardi, professor of technology management at the University of California, Santa Barbara, who set it out in the November/December 2023 issue of Harvard Business Review under the title “Helping Employees Succeed with Generative AI.” Jessy Martin Academy teaches how to apply it to your processes and provides the bibliographic reference during the session.
Yes, an active Claude Pro or Max subscription is needed for the exercises, paid for by the trainee or their company. Before the session, each participant also gathers their organizational documents: job descriptions, procedures, schedules, tracking spreadsheets. The whole day is spent working on them.

Accessibility · results · complaints

Our quality commitments, our results indicators and the adjustments available to people with disabilities are published on a dedicated page.

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