AI maturity model
How coaching uses level, AI work style, and next step to choose a recommendation.
The AI maturity model helps coaching decide which next step to recommend.
It does not mainly ask what someone knows about AI. It looks at how AI has changed their work: whether they are only trying it, using it regularly, building personal workflows, or already changing a whole working system because of it.
#Levels
| Level | What it means for coaching | Typical next step |
|---|---|---|
| AI Explorer | AI is not yet a stable habit | Find the first small use that repeats |
| L1 Operator | AI is a regular part of work | Save and improve workflows that already work |
| L2 Builder | The person builds personal workflows and tools | Share, scale, and connect workflows |
| L3 Transformer | AI changed an important way of working | Expand impact into the team, process, or another agenda |
Coaching does not try to push everyone to the highest level. The point is to find the closest useful step.
#AI work style
Level says how deeply AI is part of work. Style says where the person most often creates value.
| Style | Natural approach |
|---|---|
| Vision | Find new opportunities and direction |
| Intelligence | Analyze, compare, and decide |
| Creation | Create first versions, drafts, and artifacts |
| Leverage | Build repeatable systems and workflows |
The same assignment can have four good approaches. If a team wants to speed up proposal preparation, one person starts with what can be removed completely. Another first analyzes the customer. Another lets AI create the first version. Another builds a repeatable template from it.
None of these paths is inherently right or wrong. It depends on the person, role, and goal.
#The same style looks different at another level
Creation at L1 can mean that a person regularly creates better texts or presentations. Creation at L3 can mean that a team changed its whole content production process because of AI.
Leverage at L1 can be a saved workflow for a repeated task. Leverage at L3 can be a new working system used by the whole team.
That is why coaching never recommends only "develop your profile". It recommends a concrete action for a concrete level and situation.
#Next step
The next step is the direction most likely to move the person forward now. It is not a weakness. It is a practical answer to the question: "What should I try next?"
Examples:
- Explorer needs to reduce friction and experience the first useful result.
- L1 Operator needs to turn good attempts into a repeatable workflow.
- L2 Builder needs to expand impact beyond their own work.
- L3 Transformer needs to improve the system and help others change how work is done.
The model is a compass. The final recommendation is always adjusted to role, current need, and concrete evidence from the person's work.