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    Interactive assessment

    AI-Shaped Organisation Leadership Diagnostic

    A structured assessment of how well you steward the structural consequences of AI in your area across five dimensions: transformation mandate and narrative, workforce transition and skills, transition conversations, responsible AI governance, and culture and sustaining the shift.

    The workforce change AI drives is structural, not marginal: a large share of workers' core skills are changing and more than half the global workforce needs reskilling within a few years (World Economic Forum, 2026). Culture is named as needing to change but rarely led (Deloitte, 2026), governance obligations are becoming legally binding (European Union, 2024), and leaders' confidence in managing change has fallen even as demand rises (DDI, 2026). This diagnostic, which underpins the Leading the AI-Shaped Organisation module, helps you assess how deliberately you lead workforce transition, governance and culture, so your part of the organisation transitions with capability and dignity.

    Questions or items
    25 questions or items
    Completion time
    Around 10 minutes
    Dimensions
    Transformation Mandate & Narrative, Workforce Transition & Skills, Transition Conversations, Responsible AI Governance, Culture & Sustaining the Shift
    What you receive
    Personalised results with configured interpretation bands, section scores and development guidance.

    What it covers

    • Transformation Mandate & Narrative
    • Workforce Transition & Skills
    • Transition Conversations
    • Responsible AI Governance
    • Culture & Sustaining the Shift

    Answer for the part of the organisation you are accountable for. Rate each statement from 1 (Strongly Disagree) to 5 (Strongly Agree). The diagnostic is most valuable when it reflects reality, not aspiration.

    Results: Personalised results with configured interpretation bands, section scores and development guidance.

    How this interactive diagnostic works

    This page provides the documented overview before the interactive experience is loaded. It lets you read the purpose, the material covered and the way the result is presented without entering answers or sending a request. When you choose to continue, the interactive version uses the same material shown here. It records your selections while you work and only calculates its result when its required items are complete.

    The interactive experience remains responsible for its own input, score and lead-capture step. Where the route requests a first name and work email, its existing form handles validation and submission. This overview does not replace those steps or submit a lead.

    Statements in this diagnostic

    The interactive version groups the statements below by section. Read them in relation to the situation named in the instructions, then use the response scale shown by the diagnostic. The section descriptions are part of the existing configuration and explain the aspect each group is intended to examine.

    Transformation Mandate & Narrative

    Workforces shaped by past change programmes need a transformation narrative that connects AI to strategy, jobs and fairness, and that is honest about what is known, unknown and committed (DDI, 2026).

    1. I can articulate a transformation narrative that connects AI to strategy, jobs and fairness
    2. My narrative is honest about what is known, what is unknown, and what is committed
    3. My narrative stands up to a sceptical workforce audience shaped by past change programmes
    4. I connect AI transformation to the specific future of work in my area, not just the organisation
    5. People in my area understand where we are heading and why

    Workforce Transition & Skills

    Anticipating how roles evolve and planning skills transition is a leadership task, not solely HR's: the gap is one of application confidence rather than knowledge (Chartered Institute of Personnel and Development, 2026; World Economic Forum, 2026).

    1. I maintain a live map of how roles in my area will evolve over the next 12 to 24 months
    2. I own a skills transition plan for my area, co-owned with my HR partner
    3. I anticipate workforce change and plan for it rather than reacting after the fact
    4. I treat workforce and skills planning as part of my job, not solely HR's responsibility
    5. My team members know what the plan is for their skills as roles change

    Transition Conversations

    The hardest conversations, reskilling, redeployment and displacement, preserve trust and self-respect when held well, and corrode both when avoided or delegated wholesale to HR (DDI, 2026).

    1. I hold honest transition conversations that preserve people's trust and self-respect
    2. I am prepared for the three hardest variants: reskilling, redeployment and displacement
    3. I do not delegate the difficult transition conversations entirely to HR
    4. I address fear of obsolescence directly rather than avoiding it
    5. My team members can say what is changing in their roles because I have told them clearly

    Responsible AI Governance

    Where AI is used in decisions about people, high-risk obligations, human oversight, worker notification and named accountability, are becoming legally binding, yet most organisations are behind on readiness (European Union, 2024).

    1. I classify the AI use cases I am accountable for by their level of risk
    2. I ensure meaningful human oversight of high-stakes AI use in my area
    3. I meet worker notification duties where AI is used in decisions about people
    4. Accountability for every AI-supported decision in my area sits with a named human
    5. I know where AI governance obligations apply to the work I lead, and act on them

    Culture & Sustaining the Shift

    Culture is led through the signals a leader sends, what is recognised, measured, tolerated and celebrated, and sustained through a multi-quarter roadmap rather than treating launch as the finish line (Deloitte, 2026).

    1. I can read the culture signals I send through what I recognise, measure, tolerate and celebrate
    2. I have made deliberate signal shifts to support augmented working, not left culture to drift
    3. I run a multi-quarter roadmap with checkpoints rather than treating launch as the finish line
    4. I report honestly upward on progress, including where transformation is behind
    5. Change in my area is sustaining beyond the initial adoption push

    How the result is read

    The interactive diagnostic totals the selected item scores by section and across the whole assessment. It then matches those totals to the configured interpretation bands and shows the section-level results alongside the overall result.

    • Getting started, 25 to 50: The structural consequences of AI in your area are not yet being led deliberately. Workforce transition, governance and culture need active ownership. Start with an honest transformation narrative and a first role evolution map with your HR partner.
    • Emerging, 51 to 75: You are taking on the transformation, but workforce planning, transition conversations, governance or culture leadership remain inconsistent. Prioritise the dimension carrying the most risk, often governance or the hardest conversations.
    • Established, 76 to 100: You steward transformation deliberately across most dimensions. Close the remaining gaps, particularly sustaining the shift beyond launch, to lead the transition with capability and dignity.
    • Leading, 101 to 125: You lead the AI-shaped organisation to a high standard: a credible mandate, planned workforce transition, dignified conversations, responsible governance and deliberate culture leadership. You are ready to help other leaders steward transformation in their areas.

    Sources named in this diagnostic

    • World Economic Forum (2026) Future of Jobs Report. Geneva: World Economic Forum.
    • Deloitte (2026) Global Human Capital Trends 2026. New York: Deloitte Insights.
    • Chartered Institute of Personnel and Development (2026) People Profession 2026: AI and the world of work. London: CIPD.
    • DDI (2026) Global Leadership Forecast 2026. Pittsburgh, PA: Development Dimensions International.
    • European Union (2024) Regulation (EU) 2024/1689 (Artificial Intelligence Act). Brussels: Official Journal of the European Union.
    • Edmondson, A.C. (1999) 'Psychological safety and learning behavior in work teams', Administrative Science Quarterly, 44(2), pp. 350-383.

    Where to take the next step

    Our Leading the AI-Shaped Organisation experience helps leaders steward workforce transition, governance and culture.

    Explore AI Leadership Readiness

    Frequently asked questions

    What does the AI-Shaped Organisation Leadership Diagnostic measure?

    The workforce change AI drives is structural, not marginal: a large share of workers' core skills are changing and more than half the global workforce needs reskilling within a few years (World Economic Forum, 2026). Culture is named as needing to change but rarely led (Deloitte, 2026), governance obligations are becoming legally binding (European Union, 2024), and leaders' confidence in managing change has fallen even as demand rises (DDI, 2026). This diagnostic, which underpins the Leading the AI-Shaped Organisation module, helps you assess how deliberately you lead workforce transition, governance and culture, so your part of the organisation transitions with capability and dignity.

    How many questions are in the AI-Shaped Organisation Leadership Diagnostic?

    It contains 25 questions grouped into 5 dimensions: Transformation Mandate & Narrative, Workforce Transition & Skills, Transition Conversations, Responsible AI Governance, Culture & Sustaining the Shift.

    How is the AI-Shaped Organisation Leadership Diagnostic scored?

    Responses are scored within each section and totalled across the diagnostic. The total is compared with the configured interpretation bands.

    What happens after I complete the AI-Shaped Organisation Leadership Diagnostic?

    After the required items are answered, the existing first-name and email gate is shown before the results are displayed. The result includes an overall interpretation, section scores and development guidance.

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