This course contains the use of artificial intelligence.
Most companies don’t have an AI problem. They have a structure problem that AI just made impossible to ignore. Give a team powerful new tools and leave the org chart, the workflows, and the role definitions untouched, and those tools quietly lose. That’s the pattern this course exists to break.
Here, you’ll learn to lead the redesign AI actually demands – not just rolling out new tools, but rethinking how roles, workflows, and teams fit together in the first place.
You’ll begin by understanding the forces pushing organizations to change, and learn to spot the specific signals that your own structure no longer matches the work it’s supposed to support. From there, you’ll build a complete diagnostic toolkit – readiness assessments, task classification frameworks, workflow maps – so you’re working from evidence instead of instinct.
Then the real work starts. You’ll redesign roles around judgment instead of routine output, build workflows where humans and AI hand off deliberately rather than by accident, and choose team structures built for how work actually flows today. You’ll apply the same method across four real-world cases – support, operations, knowledge work, and sales – diagnosing, redesigning, and measuring impact each time.
Structural change is never just a technical problem, so you’ll also learn to lead its human side: staying honest under uncertainty, taking resistance seriously instead of dismissing it, and building real reskilling paths for anyone whose role shifts. An interactive role play drops you straight into that seat – leading a nervous team and a demanding executive through the exact conversations redesign leaders actually face.
By the end, you won’t just understand what AI is doing to organizations. You’ll have your own personal redesign playbook – a method you can return to again and again, for any team, any department, any company, as AI keeps reshaping how work gets done.
This course contains a promotion.
