A monthly planning template for leaders building practice across the four dimensions of leading an augmented team. Use this to plan your monthly actions, reflect on what you are learning, and decide where to focus next.
This month's Connection practice focuses on building the trust and openness that makes AI adoption work. Each of the four prompts below maps to a monthly action from the 4C Framework.
| # | Monthly action | How I will do this / what I plan to say or do | Status / outcome |
|---|---|---|---|
| 1 | Hold an honest team conversation about how augmented working is changing our area — naming both opportunities and anxieties, and sharing my own learning edges openly | ||
| 2 | Have a one-to-one with the team member showing the most resistance to new ways of working — approaching it with curiosity about their specific barriers | ||
| 3 | Establish or revisit a team agreement about how decisions will be made when AI recommendations and human judgement differ | ||
| 4 | Ask my team: "What would make you feel safer experimenting with new tools?" — and act visibly on at least one response this month |
Clarity practice this month makes the human-AI division of responsibility explicit — removing the invisible gaps where nobody is checking, or nobody knows who is accountable.
| # | Monthly action | How I will do this / specific workflow or conversation | Status / outcome |
|---|---|---|---|
| 1 | Map one team workflow to make explicit which tasks are automated, which require human judgement, and who is accountable for the final output | ||
| 2 | Communicate one honest update to the team about how augmented working is affecting roles, priorities, and workload in our area | ||
| 3 | Ask each team member to describe their understanding of how their role is evolving — and address any gaps or misconceptions I discover | ||
| 4 | Define and share a clear escalation pathway for when AI outputs are wrong, uncertain, or raise concerns |
Capability practice builds genuine AI fluency — in you and in your team — through protected experimentation time, peer learning, and deliberate retrospectives.
| # | Monthly action | Specific tool / task / learning I will focus on | Status / outcome |
|---|---|---|---|
| 1 | Dedicate protected time for my own experimentation with one new tool or capability relevant to my function | ||
| 2 | Identify the three most repetitive tasks in my team's workflow and assess whether they could be augmented — mapping the human oversight required | ||
| 3 | Pair a more AI-confident team member with a less confident colleague for a shared task — building peer learning into the work itself | ||
| 4 | Run a brief team retrospective on how augmented working is going — focusing on what worked, what failed, and what capabilities to develop next |
Conscience practice ensures that AI is being used responsibly in your area — through critical review of outputs, active governance, and genuine attention to the wellbeing of your team.
| # | Monthly action | Specific output / concern / person I will focus on | Status / outcome |
|---|---|---|---|
| 1 | Review one AI-generated output or recommendation with my team — openly discussing accuracy, limitations, and potential biases | ||
| 2 | Identify one scenario where automation in my area could cause harm if unsupervised — and establish or strengthen an oversight protocol | ||
| 3 | Raise one governance question upward in my organisation that I believe has not been adequately addressed | ||
| 4 | Check in with the team members most affected by augmented working — assessing their wellbeing, sense of agency, and whether the changes feel fair |