Two thirds of the clock is your team doing their own work on their own laptops.

Half-day team workshop

Everyone to the same standard in one go, on your documents, with the setups built while the room is still there.

What happens

The boundary first. What never goes in, for your business specifically, and the tier decision. Twenty minutes, and it changes how everything else is heard.
Your task list. We arrive with a draft of the work that eats your week and correct it with the room. This is where people stop being polite.
Method on real documents. Briefing, judging output, rejecting the first draft, verifying against the source.
Setups built live. Three or four for the documents you produce most, with your own examples in them.
Who owns what. Named owners, a review date, and what to do when it drifts.

Who's in the room

Whoever produces the documents. In most practices that's a mixed room of senior and junior staff, which works well — the seniors supply the standard and the juniors supply the honest account of what's actually being done now.

Some industries split. Real estate sales and property management barely overlap, so they run as separate sessions; a combined room means half the people are bored for half the time.

What you have at the end of the day

Three or four working setups on your most common documents.
A one-page written rule covering tools, tier and the never list.
A team that agrees on what good output looks like here.
A short list of what to try next, in order.

When this isn't the right first step

If staff are already using AI on client material with no written rule, a workshop makes that faster rather than safer. The policy and audit work comes first, and the workshop lands properly once it exists.

What the room looks like

Between four and about fifteen people, in your office or online, with laptops open and one job from your actual work on the table. Not a lecture with a slide deck — about two thirds of the time is people doing the work themselves while someone who knows the tools watches over their shoulder and corrects the habits.

A half day, as it actually runs

0:00Where information goesWhich tool, which account, what never goes in, and what stays with a qualified person. Your documents as the examples, not generic categories. The owner or principal needs to be in the room for this part.
0:40One real job, all the way throughA job chosen with you beforehand, done by several people in the room, taken from blank to something you would actually send.
1:30BreakGenuinely needed. The next block is the hands-on one.
1:45Everyone does it themselvesSame job, own hands, own laptop. This is where the confident half of the room discovers the habits they picked up are costing them quality.
2:30The tool decisionThe rule of thumb for which tool suits which shape of job, including the jobs that go to neither.
3:00Setups you keepTwo or three saved setups built live: a project holding your context, a saved instruction that produces your format. This is the block that decides whether anything survives the week.
3:45What to do on MondayOne job per person, named, with the owner deciding what gets checked before it leaves the building.

Half a day is four blocks and a break. A two-hour session covers the first two and the last one, and skips the hands-on middle — which is why it changes less.

What changes afterwards

The test we hold ourselves to is not the feedback form at the end. It's a question three weeks later: which job is now being done differently, and by whom? One named job, done differently by more than one person, is a successful session.

The job	How it runs now	How it runs after
The standard explanatory letter	Written from scratch each time, or copied from an old one and half-edited.	A saved setup produces your version from three or four facts, in your voice.
A long document you need the gist of	Read in full by whoever has time, usually the most expensive person available.	Summarised against your own checklist, with the source still open beside it for the parts that matter.
The monthly or quarterly report	An evening, often a weekend, done by the owner.	Structured draft in an hour, with the judgement still yours.
A new staff member's first week	Shown by whoever is free, differently each time.	The induction material exists, is current, and reads consistently.

The four jobs that come up in nearly every room. Yours will differ in the details and that's the point of choosing the job beforehand.

If you already know which job you would put on the table, you have done most of the preparation. Tell us what it is.

Start an enquiry

Who should be in the room, and who shouldn't

Should be: the people who do the writing-heavy work daily, and the person who decides what's permitted. If the second one isn't there for the first forty minutes, everyone leaves without authority and nothing changes.

Probably shouldn't: the whole business, if the whole business doesn't share the work. Sales and property management in an agency, for instance, have tasks that barely overlap — two focused sessions beat one general one, which is why the real estate track is split that way.

What we won't do: teach anything that requires a paid feature you haven't bought, or run the session before the privacy line is settled. If your work is regulated and there's no written rule yet, the policy and audit engagement comes first — not as an upsell, but because training people to use a tool you haven't sanctioned puts the risk on them.

The questions we get asked about this

How many people is too many?

Past about fifteen, the hands-on blocks stop working because nobody can be helped individually. Larger teams are better served by two sessions split by the work people actually do, rather than one bigger room.

Can you run it online?

Yes, and for multi-site businesses it's often better. The hands-on blocks work as well remotely; the boundary conversation is slightly better in person because people ask the awkward questions out loud.

Do we need to prepare anything?

One job, agreed with us beforehand, and de-identified examples of it. Nothing else. Please don't send client information — describe the document and we'll tell you what to redact.

What if half the team has never used these tools?

That's the normal composition of the room, and the sequence is built for it. The first real win happens in the second block, before anyone has to learn any terminology.

Is a two-hour version available?

Yes, and it's honest about what it drops: the hands-on middle block. It works as a starting point for a team that needs the boundary settled and one job demonstrated, and it's usually followed by a workflow build rather than a second workshop.

Not sure which of these you need first. The assessment asks nine questions and comes back with the modules in the right order for your work — including whether a policy should come before any training. Build your plan.