AIQ turns everyday AI work into a clear view of workforce capability. Leaders see where to invest, managers see what to change, and employees receive role-specific guidance they can apply in the flow of work.
Example 90-day team practice index on a 0 to 100 scale. It summarizes repeated team practices observed across connected sources.
Turn the customer team's context practice into a 45-minute workshop for 41 colleagues.
Works across your connected AI and collaboration tools
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GitHubJira+ more connectorsAIQ shows whether the next constraint is capability, access, policy, manager support, or workflow design. Leaders can invest where change will improve the work.
Microsoft’s 2026 survey model found organizational factors more than twice as important as individual factors for self-reported AI impact. The result is an association, not a causal effect.
Microsoft 2026 Work Trend Index, opens in a new tabThe World Economic Forum found that 63% of employers cited skills gaps as the primary barrier to business transformation through 2030.
World Economic Forum, opens in a new tabSet the cohort, sources, role access, and success measure. AIQ gives HR, managers, L&D, and security one accountable pilot plan.
Pilot decisionsAIQ helps HR Operations, People leaders, and L&D distinguish capability gaps from workplace barriers, assign an owner, and act.
Compare team patterns over time, recognize what is working, and invest in the workflows where capability is already improving.
established a repeatable AI workflow this month
Customer experience now grounds answers in the source record.
Recognize the team and share the practice
Distinguish capability gaps from access, policy, workflow, or manager-support barriers before choosing an intervention.
The team can use AI well but cannot reach the customer record.
Resolve access before assigning more training
Find the playbooks and practice leaders already improving the work, then make those strengths available to every team that needs them.
Support’s triage playbook is being reused without losing quality.
Package the playbook for three more teams
Prioritize one teachable capability, deliver support inside the workflow, and check whether the team applies it to real work.
have a focused learning path
Deliver the practice in the workflow, then measure application
See whether access, policy, manager support, and quality standards help employees apply what they already know.
Teams have the skill. Policy and workflow are blocking progress.
Give the team a clear standard and the context it needs
Compare team patterns over time, recognize what is working, and invest in the workflows where capability is already improving.
established a repeatable AI workflow this month
Customer experience now grounds answers in the source record.
Recognize the team and share the practice
Distinguish capability gaps from access, policy, workflow, or manager-support barriers before choosing an intervention.
The team can use AI well but cannot reach the customer record.
Resolve access before assigning more training
Find the playbooks and practice leaders already improving the work, then make those strengths available to every team that needs them.
Support’s triage playbook is being reused without losing quality.
Package the playbook for three more teams
Prioritize one teachable capability, deliver support inside the workflow, and check whether the team applies it to real work.
have a focused learning path
Deliver the practice in the workflow, then measure application
See whether access, policy, manager support, and quality standards help employees apply what they already know.
Teams have the skill. Policy and workflow are blocking progress.
Give the team a clear standard and the context it needs
Connect the work, identify the constraint, assign the next move, and verify whether the team applies it.
Choose the connected sources and scope. AIQ scores repeated work patterns across the evidence window.
ChatGPTClaudeGeminiSlackCursorNotionSeparate a teachable capability from an access, policy, workflow, or manager-support constraint.
Give employees the next practice. Assign targeted learning, manager action, or a shared playbook within the access policy.
Turn one proven team habit into a guided practice for 41 colleagues.
Review whether the team applied the practice, then scale proven habits to the next cohort.
Employees get one useful move inside the tools they use. Leaders get the aggregate evidence to fund learning, improve workplace conditions, and check application.
Across your connected AI work this week, one strength appeared consistently in program design, research, and internal communication.
Your strongest work included the audience, desired outcome, and source context.
Compare sources before carrying a research response forward.
“Which source supports each recommendation, and what evidence would change it?”
Four teachable capabilities
Each score points HR Operations, managers, and L&D to a specific practice or workplace change.
Do people know when AI can expand the work and when human judgment should lead?
Choose the human and AI working mode on a real decision.
Can teams bring the right sources, goals, and constraints into the conversation?
Bring the source record into the workflow.
Do people refine, compare, and build on the first response until the work is useful?
Compare alternatives and improve the first response.
Are people able to verify the result, make the call, and stand behind the outcome?
Review the evidence before the work is shared.
Plan the cohort, equip the manager, and put the right practice into the next piece of work from one shared evidence base.
Give talent, workforce planning, and L&D one operating view.
The team has the practice; the system is withholding the record.
Revisit application and confidence after 30 days, not attendance.
Make the practice visible and give the team credit for the progress.
Manager modeling and review time matter more than another tool.
The team already has a proven habit ready to share.
Bring source-backed answers into everyday customer workflows.
Turn one team’s repeatable practice into project-based learning.
One attainable prompt pattern, reinforced on the next brief.
Define role access, source scope, aggregation, retention, and human review before launch. Then give each stakeholder the evidence needed for its decision.
Define who can see personal coaching and how team or cohort patterns aggregate. The example policy keeps employee guidance separate from workforce planning.
AIQ separates capability from access, policy, workflow, and manager support so leaders can address the right constraint.
Define source scope, role access, aggregation, retention, and the review required before a decision is made. Keep each recommendation tied to observable work.
Define the sources, cohort, safeguards, and outcomes together. Leave with a pilot design your HR, security, and learning leaders can support.