Team report
A management document for HR, L&D, and leadership. It shows the team's state, shared patterns, barriers, and recommended next steps.
The team report helps leadership, HR, and L&D understand how a team works with AI today and where the largest opportunity for progress is.
It is not a list of individuals. It is not a tool for evaluating people. It is a view of team patterns: how many people are still trying AI, how many use it regularly, who is already building personal workflows, and where the team runs into shared barriers.
#Who the report is for
The team report is for people who plan team development: HR business partners, L&D, managers, and company leadership.
Assessment participants appear in the team report only through aggregation. Individual results stay in personal reports, and no one sees them by name in the team report without the participant's consent.
#What the team report shows
| Report part | What you learn from it |
|---|---|
| Level distribution | Whether the team is mostly starting, using AI regularly, or already building personal workflows |
| Strong patterns | How the team most often creates value with AI |
| Shared next steps | Which development needs repeat across multiple people |
| Barriers | What prevents the team from using AI better |
| Recommendations | Where to start with development, a pilot, or coaching |
It is not only charts. Each finding includes interpretation: what it practically means and which decision it should support.
#How to work with the result
A team where most people are at L1 needs a different program than a team where beginners and strong Builders sit next to each other. The first team may work well in a shared rhythm. The second often needs two tracks: foundations for one group and advanced building for the other.
Shared next steps matter just as much. If most people need to work better with context, a shared workshop makes sense. If everyone has a very different need, more individual coaching is usually better.
#Anonymity rules
A team report must be useful for the company and safe for individuals. That is why we follow several rules:
- We do not publish individual results without consent.
- We work with a minimum of 5 people for meaningful aggregation.
- We do not write sentences that would indirectly identify a person.
- We use quotes and examples only when they show a team pattern, not a specific person.
The team report shows the state of the team, not the quality of individual people. It should help decide where development should be supported systemically.
#How companies use it
For development planning. The report shows whether a shared program, pilot group, or individual coaching makes sense.
For budget decisions. Leadership can better understand why to invest in a specific area: tools, data, creation, team adoption, or work with context.
For finding internal champions. Stronger AI users can help colleagues, share examples, and pull the first pilots forward.
For repeated measurement. After a program or a few months, it makes sense to run a re-assessment and see what actually changed.
The team report is not a basis for performance reviews, promotions, or salary decisions. It is a development tool.
Individual report
A personal document for an assessment participant. It explains the result, strength of evidence, and concrete recommendations for further work with AI.
Coaching
How an assessment result becomes a practical recommendation, a development area, and a next step for someone's concrete work.