after training
AI industry map
A sourced view of competitive moves, regulatory pressure and recurring failure patterns. The team keeps it after the programme.
Executive AI programme for leadership teams with Oper8
In one day, your leadership team learns the Oper8 method: five AI-native shifts, the Data Flywheel, autonomy levels A1–A5 and the Deploy / Reshape / Invent spectrum. Add an optional strategy session to apply the method to your organisation and build a focused initiative portfolio.
The format is designed for executive teams in regulated, industrial, financial and technology organisations. Client details remain private where confidentiality requires it.
↓ Oper8 · learn by doing
Leadership teams learn by applying, not by listening.
One day combines the Oper8 method with examples from your industry and live work on your own challenges. The team leaves with a shared language for making AI decisions. Add a second day when you are ready to turn that language into a prioritised portfolio of initiatives.
Day 1 — training. Day 2 — optional strategy session.
Six moves. Each produces an artifact and a decision point.
Day one teaches the Oper8 method through four moves, each ending with an artifact and a team decision. Day two is optional: a strategy session where the team applies the method to its organisation and builds an initiative portfolio.
The leadership team learns Oper8
AI industry map
AI industry map
A sourced review of 3–5 cases from your industry. Which processes are already changing, which are next and which are not ready? The goal is practical judgment about where AI creates value for your customers and what that makes possible for your organisation.
ArtifactIndustry opportunity and risk map
Decision pointIn two years, will we be a laggard, part of the main group or a leader?
Oper8 shifts and principles
Oper8 shifts and principles
The five AI-native shifts (Per-Individual Economics / Learning Loop per Contact / Product-Service Blend / Latency Collapse / Service as Moat) and five operating principles (Reshape, not Deploy; Evals First; Data Flywheel / Memory; Decision Latency; Graduated Autonomy). A frame for every decision that follows.
ArtifactFive-shift map connected to your business
Decision pointWhich shift leads in our organisation? The answer determines where to start.
Data Flywheel and autonomy levels
Data Flywheel and autonomy levels
The flywheel has two loops: customer learning on the outside and continuous improvement within the system. A Decision Log connects them to the Knowledge Base. Five autonomy levels, A1–A5, run from assistant to fully autonomous operation; Human Intervention Rate is a design constraint. Three layers of rules define the boundaries: red lines, guardrails and guidance.
ArtifactDecision map × autonomy-level template for your processes
Decision pointHow far can the team safely move up the autonomy scale, and where is our practical ceiling?
AI literacy calibration + live lab
AI literacy calibration + live lab
Four Oper8 AI literacy levels — L1 Awareness, L2 Practitioner, L3 Architect and L4 Systems Thinking — assessed through practice rather than title. Each participant then runs a real task through AI to see where it is reliable, where it fails and where human judgment is required.
ArtifactPrompt and practice-pattern set for leadership roles
Decision pointWhich gaps can training close, and which require continued practice through champions and AI Literacy?
The team applies Oper8 to the organisation
Process map × Deploy / Reshape / Invent
Process map × Deploy / Reshape / Invent
The team maps 10–20 key processes. Each is tagged by current and target autonomy and by transformation depth: Deploy (+10–20%), Reshape (+30–50%) or Invent (a new business model). A three-stage potential × readiness × risk filter protects against demo theatre, quick-win bias, HiPPO decisions and survivorship bias. Ten to twenty candidates become a shortlist of three to five.
ArtifactProcess map and shortlist of 3–5 initiatives
Decision pointGate 1: yes, conditional yes or no for each candidate. An honest no here saves months and a substantial part of the budget.
Owners and the 30 / 60 / 90 plan
Owners and the 30 / 60 / 90 plan
Each initiative gets a process owner, an executive sponsor and a mandate covering time, budget and decision rights. Cross-functional conflicts surface while everyone is still in the room. The team also maps the frozen middle: allies, blockers and workable levers. The result is a metric-backed 30 / 60 / 90-day plan with a date for the first quarterly review.
ArtifactSigned accountability sheet + launch plan
Decision pointWho owns each initiative, and what happens on Monday morning.
Day 2 close (full format only)
Decision Log — signed in the room.
A record of every strategy-session decision, owner and date. The format keeps commitments alive after the room: signed while everyone is still together, rather than a protocol promised for next week.
Artifacts, not impressions
What the team takes away — in working form, not as impressions.
The first two cards come from the training day. The other four are part of the full format, with a second day for the strategy session.
after training
Leadership team maturity map
Each leader's Oper8 AI literacy level (L1–L4), showing where the team can make decisions and where practice or champions are needed.
after the strategy session
Process map × A1–A5
A visual view of where AI can create value across 10–20 key processes, tagged Deploy / Reshape / Invent. Included in the full format.
after the strategy session
Shortlist of 3–5 initiatives
A three-stage filter for potential, readiness and risk, with a clear yes / conditional yes / no decision for each candidate.
after the strategy session
Accountability sheet
Who owns each initiative, with time, budget and decision rights documented and signed by an executive sponsor.
after the strategy session
30 / 60 / 90 plan
First steps, metrics and the date of the first quarterly portfolio review. It closes the gap between the session and Monday morning.
Also included: the programme recording, materials and a context-specific AI Playbook — the method's core rules plus the relevant pages for your organisation. The team can return to its decisions three months later without losing context.
How the day works.
Your team
8–15people from the leadership team
CEO, CDO, C-suite leaders and other decision-makers.
The executive sponsor joins both days in the full format.
Their presence gives the team the mandate to make decisions that survive beyond the room. For the one-day format, partial sponsor attendance is enough.
Kiberry team
Kiberry programme lead
Oper8 method and live AI lab
Facilitates the method, examples and hands-on work with the team.
Kiberry strategy lead
Executive alignment and operating-model change
Facilitates the strategy session and translates Oper8 into your context.
Industry specialist
Selected for your context when needed
Adds the regulatory and domain perspective your team needs.
Before the programme
Two or three interviews with key participants before the programme. This keeps the work grounded in your decisions rather than in a generic template.
After the programme
Sixty days of follow-through with checkpoints on days 30 and 60 to compare real progress with the plan.
Setting
Your office, an off-site setting or a suitable Kiberry venue. Confidential or isolated delivery is available when required.
What we can show, and what stays confidential
Where the work has already delivered results.
Financial services · confidential
A series of programmes for the leadership team and key functions
The team learned the Oper8 method and worked through AI cases in management and day-to-day work. A strategy session aligned the leadership team around a focused set of priorities.
Public sector · confidential
A two-day programme for senior officials and departments
One day of Oper8 training followed by a strategy session. The output was a roadmap and three priorities with named owners.
The format was adapted for the public sector, with more time for governance and compliance and less emphasis on venture-style Invent work.
~15 executive programmes · multiple industries
Financial services, industry, telecom, life sciences and retail
Different industries, the same pattern: the leadership team knows AI matters but lacks a shared language for systemic decisions instead of disconnected pilots.
More examples are available in Cases. Client names are shared selectively and only where permission allows.
Investment and fit.
Every engagement is scoped to the team, context and confidentiality requirements. The scope can include two or three interviews before the programme, two facilitators, an industry specialist, all materials and artefacts, and day-30 and day-60 follow-up checkpoints.
up to 15 participants · 4 Oper8 moves
Training — 1 day
Scoped quote
The team learns the method and builds a shared language. This is the learning format, without portfolio selection or signed ownership.
full format · 4 training moves + 2 strategy moves
Training + strategy session — 2 days
Scoped quote
One day of training and one day applying it to your organisation. Owners sign it in the room, and the team leaves with a Decision Log.
financial services / life sciences / public sector
Industry customisation
Scoped add-on
A regulatory lens, an industry specialist and an isolated delivery environment when needed.
How to join
Choose the one-day learning format for a shared executive language, or add a strategy day to apply the method to your organisation.
Open enrolment
Dates to be confirmed
We’ll find you the next one
Ask about datesIn-house
Your priorities, your context
Facilitated for your leadership team
Talk through the programmeExecutive team programme
Book an AI programme for your executive team.
Within one working day, we will arrange a 30-minute call with one of our leads. No slide deck: we will understand your executive team context, check the fit, and agree on dates and next steps.
Related reading
All training options
Compare Kiberry's workshop, AI Champions 2.0, AI Literacy, AI-DLC and executive programmes.
Compare training optionsThe Oper8 method
Explore the Data Flywheel, autonomy levels and the principles behind Kiberry's executive work.
Read the methodAI Champions 2.0
Build an internal network that turns executive priorities into working AI initiatives.
Explore the programme