21:I[27201,["/_next/static/chunks/b4470d30869a355e.js?dpl=dpl_AA1mHXK8dwiB4aukRxjrrPXViRr4","/_next/static/chunks/d2be314c3ece3fbe.js?dpl=dpl_AA1mHXK8dwiB4aukRxjrrPXViRr4"],"IconMark"] 19:T43a,

Hi Alex,

Thanks for completing the assessment — a score of 72 puts you in solid Good territory. You've clearly built a real foundation here. But one area jumped out as your fastest win: replacing those manual tracking processes.

In HR and L&D, manual workflows are quietly stealing time that should be going toward people development. The good news? This is one of the most addressable gaps at your stage.

Here's your one action for today: pick one recurring manual process — a tracking spreadsheet, a follow-up checklist, anything you repeat weekly — and write down every single step. That exercise alone will show you exactly where automation can hand you back hours.

You already have ChatGPT, Grok, and AI coding tools in your toolkit. The gap isn't tools — it's connecting them to the right workflows.

In a few days, I'll share what other HR and L&D teams at your stage are doing to close exactly this kind of gap.

More soon,

Kevin Williams
Lead AI Whisperer
AscendAI Labs

1a:T4bf,

Hi Alex,

You mentioned that exec sponsorship, budget, and a lack of in-house expertise are your biggest barriers — that's the most common combination I see in HR and L&D teams right around your score range.

Here's what's working for teams in your position: they're not waiting on a big AI budget to get approved. They're building small, visible wins using tools already in the building — and those wins become the business case.

One L&D team used structured prompt engineering — which you flagged as a priority — to cut new-hire onboarding content creation time by nearly 60%. No new software. No IT project. Just smarter use of ChatGPT tied to their existing materials.

That kind of result gets executive attention fast, and it solves the sponsorship problem organically.

Your report actually points to a clear path: change management fundamentals paired with prompt engineering is a powerful combination in HR contexts. If you're curious how that could map to your specific workflows, it's worth exploring.

I'll be back in a few days with a concrete next step tailored to where you are.

Kevin Williams
Lead AI Whisperer
AscendAI Labs

1b:T4b8,

Hi Alex,

A score of 72 — Good — tells me something important: you're not starting from scratch, and you're not spinning your wheels. You're at the stage where a focused implementation plan creates the most leverage.

Given your goals around fundamentals, prompt engineering, and change management — and the real barriers you're navigating around budget and in-house expertise — what you need isn't more information. It's a clear sequence of moves.

Here's the structured path I'd suggest:

Automate one manual HR workflow in the next 30 days using your existing AI tools
Build a small internal prompt library tailored to L&D content creation
Create one visible win you can present to leadership as a proof-of-concept for broader AI adoption

If you'd like help pressure-testing that plan or building it out for your specific context, I'd be glad to walk through it with you directly.

Book a quick strategy session here — no pitch, just practical next steps based on your report.

Looking forward to it,

Kevin Williams
Lead AI Whisperer
AscendAI Labs

1c:T64a,