C&C AI-first Workforce Transformation Plan

This effort starts by building a shared understanding of current AI trends and what they mean for the department. From there, managers define the roles and responsibilities that make up how our work moves today. With that foundation in place, the department partners with Gartner through interviews, workshops, and joint analysis to define how AI reshapes workflows and value streams across the department.

Prepare Apr 6 to Apr 27. Build literacy, define roles and responsibilities, and prepare initial Gartner inputs.
Assess & Define May 4 to Jun 12. Collaborative interviews, workshops, workforce-impact assessment, and priority value-stream definition.
Redesign & Validate Jun 15 to Jun 30. Joint value-stream transformation work, reviewed live with the department before the final strategy phase.
Strategy & Implementation Jul 1 to late Jul. Finalize workforce recommendations, begin roadmap implementation, and apply the approach to remaining value streams.

The department will work with Gartner Consulting to define the priority value streams, map where human decision points and controls sit inside them, and use those outputs to shape the roadmap. The same value-stream approach can then be applied to additional workflows across the department.

Define Priority Value Streams

Start with the roles, responsibilities, and workflows that matter most, then select the value streams that deserve deeper analysis first.

Starting point

Map Decisions, Controls, and Work Design

Use Gartner’s framework collaboratively to understand task flow, human decision points, control boundaries, role implications, and where redesign is most useful.

Joint consulting work

Implement and Extend

Begin implementing the roadmap from the initial value streams, then apply the same method to all remaining workflows across the department.

Department implements

What Gartner Needs As Inputs

Before the consulting work begins, the department needs a workable baseline for the initial value streams:

  • Roles and responsibilities — a clear view of who owns and supports the work.
  • Current-state workflows — a practical picture of how the work moves today.
  • Decision and control points — where human review, approvals, evidence, and risk controls must stay visible.

What Comes After The Initial Value Streams

  • Begin implementing the roadmap and workforce recommendations
  • Document the design pattern that worked for the initial value streams
  • Apply that pattern to all remaining workflows across the department
  • Department staff decide together whether to engage Gartner for the next set or run the analysis internally
  • Keep governance, review paths, and accountability explicit as the scope expands

The timeline below shows each phase of the engagement, from department preparation through the Gartner partnership and into implementation. Expand any phase for weekly detail, roles, and culture alignment notes.

The department prepares Gartner’s starting baseline through staff education and manager input on current-state roles and responsibilities. Workflow and value-stream inputs continue into Phase 1.

Primary inputs

Plan of engagement, technology/terminology primer, manager materials, current AI capability reference, and the team knowledge managers bring into the process.

Primary outputs

Manager-ready submissions in a shared directory and a usable baseline for the consulting kickoff.

Week of Apr 6

Share the plan and manager materials

Release the plan of engagement, technology/terminology primer, current AI capability landscape, and manager materials.

Inputs
  • Finalized plan and manager package
  • Technology/terminology primer
  • Current AI capability reference
Outputs
  • Department has the materials needed for April 13
  • Staff begin proposing questions for the Gartner analyst
Roles (Estimated hours)
  • Michael: finalize the plan of engagement, publish the technology/terminology primer, and send the manager package. (Est. 2 hrs)
  • AIDA/AppOps: deliver a short reference on current AI use cases, tools, and known capabilities. (Est. 1-2 hrs)
  • Managers: review the materials in full, identify where their teams may need clarification, and collect early questions for Gartner. (Est. 3 hrs)
Culture alignment
  • Lifelong Learning: build a common literacy baseline and ask people to seek feedback early.
  • Trusted Partners: frame the work as shared department preparation built on trust and respect.
  • Transparent Communication: over-communicate the plan, dates, Gartner role, and manager asks.
  • Accountable for Team Outcomes: treat common literacy as a shared responsibility across the department.
Week of Apr 13

Gartner analyst joins the Department staff meeting

A Gartner analyst briefs the department on current trends, key terms, and agentic-AI implications before the consulting engagement starts.

Inputs
  • Materials released during week of Apr 6
  • Staff questions submitted in advance
Outputs
  • Shared understanding of agentic AI trends and implications for the department
  • Managers begin drafting core roles and responsibilities for their teams
Roles (Estimated hours)
  • Gartner analyst: brief the team, explain key terms, and answer submitted questions. (Est. 1 hr)
  • Michael: facilitate the session, capture follow-up themes, and translate them into next-step actions. (Est. 2 hrs)
  • Managers: start drafting the core roles on their teams and the responsibilities tied to each role. (Est. 5 hrs)
Culture alignment
  • Lifelong Learning: use the session to build practical understanding and encourage open questions.
  • Trusted Partners: give managers one outside perspective and one shared basis for the next steps.
  • Transparent Communication: use live Q&A to surface uncertainty and concerns openly.
  • Accountable for Team Outcomes: leave with managers responsible for turning the session into stronger draft outputs.
Checkpoint: Check-in to address open questions from the analyst session, confirm the team is comfortable with the direction, and align on priorities for the next round of role and responsibility work.
Week of Apr 20

Managers define core roles, responsibilities, and workflows

Each manager documents the core roles within the team, the responsibilities attached to those roles, and the workflows those roles own or support.

Inputs
  • Understanding from the analyst session
  • Input template and manager guidance materials
  • Team discussions and working-level detail from staff
Outputs
  • Refined role definitions by team
  • Completed responsibility mapping by role
  • Key workflows identified per role for continued development during Phase 1
Roles (Estimated hours)
  • Managers: complete the first draft of team roles, document responsibilities by role, and identify the main workflows each role owns or supports. (Est. 5 hrs)
  • Team leads and staff: provide the working-level detail on how the workflows run today, including decision points and controls. (Est. 30-60 min)
  • Michael: answer template questions, resolve issues, and support each team in completing a clear current-state summary. (Est. 2-3 hrs across the week)
Culture alignment
  • Lifelong Learning: connect AI concepts to real work and improve drafts through feedback.
  • Trusted Partners: define how work actually moves by working directly with teams.
  • Transparent Communication: keep drafts visible enough for constructive alignment across teams.
  • Accountable for Team Outcomes: improve each other's drafts so submissions reflect the department's full capability.
Week of Apr 27

Package the inputs for Gartner Consulting

Manager inputs on roles and responsibilities are finalized for Gartner kickoff. Workflow, value-stream, and control-point inputs will continue into Phase 1 alongside Gartner interviews.

Inputs
  • Completed manager summaries
  • Working-level detail from team leads and staff
Outputs
  • Manager submissions placed in one shared directory
  • Defined starting baseline for Gartner Consulting
Roles (Estimated hours)
  • Michael: review the shared directory, identify gaps, and compile the key themes and priorities for the consulting kickoff. (Est. 4-6 hrs)
  • Managers: finalize role and responsibility definitions, incorporate team feedback, and place completed submissions in the shared directory. (Est. 5 hrs)
Culture alignment
  • Lifelong Learning: close remaining understanding gaps before consulting begins.
  • Trusted Partners: surface cross-team dependencies and unresolved issues honestly.
  • Transparent Communication: make the shared directory and final expectations clear.
  • Accountable for Team Outcomes: strengthen each other's drafts and hold the quality bar high.
Checkpoint: Check-in to confirm teams are ready for consulting to begin, identify any gaps in the shared submissions, and surface topics Gartner should address early.

Gartner runs the Step 1 assessment, interviews the right people, and uses the first workshop to define the priority value streams, governance needs, and change approach for the work ahead.

Primary inputs

Manager submissions, Gartner kickoff materials, interview participants, role and workflow inputs, and the technology, maturity, and readiness context Gartner needs for Step 0 and Step 1.

Primary outputs

Stakeholder interview list, workshop schedule, project schedule, AI Maturity and Change Readiness Report, Workforce Impact Model, and the stronger baseline Gartner needs before deeper value-stream work.

May 4-8

Gartner kickoff and Step 1 assessment

The longer consulting engagement begins, focusing on AI maturity, change readiness, workforce-impact assessment, and the Phase 1 interview plan.

Inputs
  • Department input package
  • Gartner kickoff materials
  • Role definitions and responsibility mapping from managers
  • Research already gathered for the plan
Outputs
  • Engagement objectives, scope, schedule, milestones, roles, and responsibilities confirmed
  • Stakeholder interview list, workshop schedule, and project schedule drafted
  • Step 1 assessment underway across AI maturity, change readiness, and workforce impact
Roles (Estimated hours)
  • Gartner: run kickoff, define the interview schedule, and start the Step 1 assessment. (Est. 8-12 hrs)
  • Michael: coordinate the engagement calendar, connect Gartner with the relevant teams, and keep the work aligned to department priorities. (Est. 4-6 hrs)
  • Managers: participate in interviews, join follow-up sessions, and clarify submitted roles and workflows. (Est. 3-5 hrs across the period)
Culture alignment
  • Lifelong Learning: connect Gartner's assessment work back to real roles and value streams.
  • Trusted Partners: keep Gartner grounded in department inputs and real expertise.
  • Transparent Communication: over-communicate interviews and follow-ups.
  • Accountable for Team Outcomes: respond quickly and accurately so the inputs stay strong.
May 11-15

Translate Step 1 work in progress into workshop priorities

Across the week, Gartner and the department use the Step 1 assessment work in progress, early interview themes, and manager submissions to compare teams, tighten the priority value streams, identify the role, responsibility, workflow, and control issues that need live working time, and prepare the first in-person workshop.

Inputs
  • Step 1 assessment work in progress across AI maturity, change readiness, and workforce impact
  • Early interview themes from stakeholder conversations
  • Cross-team manager inputs
  • Open governance and change questions from the kickoff week
  • Draft role patterns and job-function assumptions being tested through Workforce Impact Model work
Outputs
  • Focused workshop agenda tied to the priority value streams
  • Open questions on roles, responsibilities, and workflows that Gartner needs resolved to complete the AI Maturity and Change Readiness Report and Workforce Impact Model
  • Workshop materials and pre-reads ready for the May 18-19 session
Roles (Estimated hours)
  • Gartner: synthesize Step 1 assessment work in progress and interview themes, compare cross-team patterns, and identify the issues that need live resolution in the workshop. (Est. 8-10 hrs)
  • Michael: turn those issues into a workshop agenda, working materials, pre-reads, and a clear list of decisions the session needs to produce. (Est. 4-6 hrs)
  • Managers: review the draft agenda, confirm the priority value streams, and prepare for the decisions the workshop needs to produce. (Est. 2-4 hrs)
Culture alignment
  • Lifelong Learning: use the early assessment work to see where more feedback is needed before live working sessions begin.
  • Trusted Partners: shape the workshop around what matters across teams, not just within one area.
  • Transparent Communication: make the workshop purpose, draft agenda, and open issues visible before people meet in person.
  • Accountable for Team Outcomes: use the week to sharpen the issues and decisions that matter most so the workshop time is used well.
May 18-19

Two-day in-person workshop

The workshop brings together the assessment work in progress, interview themes, department inputs, and Gartner's developing workforce model to define the priority value streams, strengthen the role and responsibility detail behind them, define governance needs, and shape the change-management approach.

Inputs
  • Step 1 assessment work in progress and interview themes
  • Gartner's developing workforce model
  • Manager input package and live workshop participants
Outputs
  • Agreed first value streams Gartner will carry into Level 1 Value Chain Mapping
  • Stronger role and responsibility detail used to complete the Workforce Impact Model
  • Named governance, control, and human decision-point requirements around the first value streams
  • Agreed change-management approach Gartner should reflect in later recommendations
Roles (Estimated hours)
  • Managers: collectively make the live calls on priority value streams, governance expectations, and change direction. (Est. 12-14 hrs across two days)
  • Gartner: apply the workforce model, bring interview context into the room, and facilitate the working sessions. (Est. 12-16 hrs incl. prep)
  • Michael: run the workshop, keep the group on agenda, and capture outputs and open items in real time. (Est. 14-16 hrs incl. prep)
Culture alignment
  • Lifelong Learning: use the workforce model as a live teaching tool.
  • Trusted Partners: make the workshop a real working session shaped through respect and challenge.
  • Transparent Communication: keep governance choices and change expectations explicit in the room.
  • Accountable for Team Outcomes: reinforce shared accountability for the value-stream outputs and decisions.
Checkpoint: Check-in to confirm the group is comfortable with the definition of value streams, governance approach, and change-management direction before the workshop closes.
May 19-23

Convert workshop output into roadmap implications

Workshop outcomes are translated into value-stream priorities, role implications, governance needs, and draft sequencing for the plan.

Inputs
  • Workshop decisions
  • Step 1 assessment work in progress
Outputs
  • Workshop decisions translated into the Step 1 synthesis package
  • Draft sequencing for which value streams and role questions move into Step 2 first
  • Governance requirements Gartner needs to carry into Value Chain Mapping and capability work
Roles (Estimated hours)
  • Michael: translate workshop outputs into a draft roadmap, sequencing view, and governance summary. (Est. 4-6 hrs)
  • Gartner: connect the workshop decisions back to the Step 1 work and identify what should carry forward. (Est. 6-8 hrs)
  • Managers: review the draft outputs and confirm team impacts and workflow dependencies are accurately captured. (Est. 1-2 hrs)
Culture alignment
  • Lifelong Learning: show how workshop outputs translate into sequencing and governance.
  • Trusted Partners: invite cross-team feedback before the draft hardens.
  • Transparent Communication: make it clear what is still provisional.
  • Accountable for Team Outcomes: improve the draft through candid feedback and shared review.
May 25-Jun 12

Complete Step 1 outputs and prepare the transition

Gartner completes Step 1 and uses the interviews and workshop outputs to finalize the workforce-impact view, change-readiness findings, and the stronger role and responsibility baseline needed for deeper transformation work.

Inputs
  • Workshop outputs
  • Gartner Step 1 work in progress
  • Department baseline from earlier weeks
Outputs
  • AI Maturity and Change Readiness Report
  • Workforce Impact Model with clearer role patterns and impact assumptions
  • Stronger role and responsibility baseline for the deeper value-stream work
Roles (Estimated hours)
  • Gartner: complete the Step 1 assessment, finalize the workforce-impact model, and document readiness findings. (Est. 10-14 hrs across the period)
  • Michael: align the Step 1 outputs to the department plan and prepare the transition into the next consulting phase. (Est. 4-6 hrs)
  • Managers: review the Step 1 findings against team reality and confirm or correct the assessment before the next phase begins. (Est. 1-2 hrs)
Culture alignment
  • Lifelong Learning: build a clearer shared understanding of workforce impact and readiness.
  • Trusted Partners: test whether the findings reflect how teams and partners actually work together.
  • Transparent Communication: explain the main Step 1 findings in plain language.
  • Accountable for Team Outcomes: correct anything that does not match reality before Gartner moves deeper.
Checkpoint: Check-in to review the Step 1 findings together, confirm they reflect reality, and resolve any gaps before the engagement moves into transformation work.

Using the Phase 1 outputs, Gartner does the deeper value-stream transformation work, then the department reviews those outputs live in a second in-person session before Gartner moves into the final strategy phase.

Primary inputs

Completed Step 1 outputs, agreed first value streams, governance requirements, change approach, and the additional role, workflow, and capability detail from managers closest to the work.

Primary outputs

Value Chain Mapping, AI-first Job Skills & Capability Inventory, Workforce Capability Gap Analysis, and a live-reviewed Step 2 package ready for Step 3.

Jun 15-Jun 26

Gartner value-stream transformation work

Using the workshop outputs and earlier inputs, Gartner moves into the deeper transformation work on the priority value streams, role implications, and capability shifts.

Inputs
  • Defined priority value streams
  • Governance requirements and change-management approach
  • Completed Step 1 outputs
  • Role and responsibility detail refined through the first workshop
Outputs
  • Level 1 Value Chain Mapping for the first critical security and compliance workflows
  • Human and AI task distribution assumptions for those value streams
  • AI-first Job Skills & Capability Inventory
  • Workforce Capability Gap Analysis and future-state functional requirements
Roles (Estimated hours)
  • Gartner: lead the value-stream transformation analysis, map the work, and define the role and capability implications. (Est. 12-18 hrs across the period)
  • Managers: provide detailed input on the priority value streams, validate the mapping against how the work actually runs, and challenge inaccurate assumptions. (Est. 4-6 hrs across the period)
  • Michael: review work in progress and connect the analysis back to the department roadmap. (Est. 3-5 hrs)
Culture alignment
  • Lifelong Learning: turn the Step 2 work into a clearer view of future skills and capability gaps.
  • Trusted Partners: keep the redesign grounded in real cross-team work and handoffs.
  • Transparent Communication: keep managers informed on how the Step 2 outputs are taking shape.
  • Accountable for Team Outcomes: challenge any Step 2 output that does not fit how teams actually operate.
Jun 29-30

Second in-person workshop with Gartner

Before Gartner moves into Step 3, the department meets live with Gartner to review the Step 2 value-stream outputs, pressure-test the role and work-design implications, and confirm what should carry into the final strategy and roadmap.

Inputs
  • Step 2 value-stream outputs
  • Role and work-design implications
  • Job skills and capability view
  • Workforce capability gap analysis
Outputs
  • Validated Value Chain Mapping, Job Skills & Capability Inventory, and Capability Gap Analysis outputs
  • Live decisions on which role, organization, and ways-of-working implications carry into Step 3
  • Agreed changes Gartner should make before turning Step 2 outputs into final recommendations
Roles (Estimated hours)
  • Gartner: review the Step 2 outputs live, explain the implications, and walk through what would carry into Step 3. (Est. 8-10 hrs incl. prep)
  • Managers: collectively decide what should carry into Step 3 and challenge or confirm the findings based on team reality. (Est. 6-8 hrs across the session)
  • Michael: facilitate the workshop, capture the decisions, and document what Gartner needs to revise or emphasize next. (Est. 8-10 hrs incl. output capture)
Culture alignment
  • Lifelong Learning: use the live Step 2 review to help managers understand the implications before they become final recommendations.
  • Trusted Partners: review the outputs together and challenge anything that does not reflect team reality or partner needs.
  • Transparent Communication: keep the Step 2 outputs open for review before they are turned into final recommendations.
  • Accountable for Team Outcomes: identify what still needs adjustment so weak ideas do not move into Step 3 unchanged.
Checkpoint: Check-in to validate that the Step 2 outputs are accurate and credible, resolve any outstanding concerns, and confirm the team is aligned before the final strategy phase begins.

Gartner and the department finalize the workforce recommendations, job redesign and skills roadmap, and executive summary together. The department then begins implementing the roadmap and extends the value-stream approach to the remaining workflows.

Primary inputs

Validated Step 2 outputs, workshop decisions, draft roadmap direction, and the department's view of readiness, capacity, organization design, and priorities.

Primary outputs

Workforce Recommendations, Job Redesign & Skills Roadmap, Executive Summary, and the department’s plan for implementing the roadmap and extending the approach to remaining value streams.

Jul 1-24

Finalize the workforce strategy and roadmap

The department and Gartner finalize workforce recommendations, a job redesign and skills roadmap, and the executive summary together — incorporating what was learned through interviews, workshops, and collaborative analysis.

Inputs
  • Validated Step 2 outputs
  • Workshop decisions and draft roadmap direction
  • Department review points on organization structure, ways of working, and change implications
Outputs
  • Workforce Recommendations on role changes, organization implications, and ways of working
  • Job Redesign & Skills Roadmap covering redesign, selection, and upskill/reskill direction
  • Executive Summary and final department plan ready for decision
Roles (Estimated hours)
  • Gartner: assemble the final consulting outputs, including recommendations, roadmap, and executive summary. (Est. 10-14 hrs across the period)
  • Michael: integrate those outputs into the department plan, prepare the decision package, and outline the immediate next-step options. (Est. 8-12 hrs)
  • Managers: review the final package, identify implementation concerns, and prepare input for the next-step decision. (Est. 1-2 hrs)
Culture alignment
  • Lifelong Learning: carry what the department has learned into the final skills roadmap.
  • Trusted Partners: make sure the final recommendations improve how the department supports others and protects customers and products.
  • Transparent Communication: turn the final roadmap into clear next steps and understandable choices.
  • Accountable for Team Outcomes: act as one department around the outputs and their long-term impact.
Late Jul

Begin implementation and plan remaining value streams

The department starts implementing the workforce recommendations and roadmap from the Gartner engagement. Staff collectively decide whether to engage Gartner for the next set of value streams or run the analysis internally — either way, all remaining value streams will be completed.

Inputs
  • Final department plan and Gartner recommendations
  • Job redesign and skills roadmap
  • Department view of readiness, capacity, and priorities
Outputs
  • Implementation of initial roadmap recommendations begins
  • Department decision on whether to engage Gartner or run the remaining value-stream analysis internally
Roles (Estimated hours)
  • Michael: frame the decision options, tradeoffs, risks, and implementation implications for each path. (Est. 2-4 hrs)
  • Managers and staff: provide input on readiness, available capacity, and preferred approach, then collectively decide how to handle remaining value streams. (Est. 30-60 min, plus decision time)
Culture alignment
  • Lifelong Learning: carry what the department learned into implementation and remaining value-stream work.
  • Trusted Partners: choose the next path based on what best supports the department, the business, and dependent teams.
  • Transparent Communication: make implementation plans and the remaining value-stream approach clear to the whole department.
  • Accountable for Team Outcomes: start implementation quickly and keep momentum through the remaining value streams.
Checkpoint: Check-in to confirm teams are ready to begin implementation, identify what support is needed for the remaining value streams, and align on the approach for the next round.

Gartner fits into this plan in two ways: an analyst joins the Department staff meeting to brief the team on current trends and agentic-AI implications, and a separate multi-phase consulting engagement partners with the department through interviews, workshops, and joint analysis to assess workforce impact, redesign jobs alongside AI, and deliver an actionable roadmap.

Gartner Effort 1: Analyst Session

  • One Gartner analyst joins the Department staff meeting
  • Focus is briefing on latest trends, terms, and time to answer questions
  • Purpose is to prepare the team for the consulting engagement

Gartner Effort 2: Multi-Phase Consulting Partnership

  • 12-week engagement with the department, see Gartner consulting SOW for additional details
  • Collaborative approach: stakeholder interviews, two in-person workshops, and ongoing joint working sessions
  • Focus is workforce impact, workflow redesign, job redesign, and actionable roadmap — built together
0
Kickoff Scope, schedule, interview plan, stakeholder alignment
1
Assess AI maturity, change readiness, workforce-impact modeling with department interviews
2
Redesign Value chain mapping, AI-first job skills, capability gap analysis — validated in workshop
3
Strategy Workforce recommendations, job redesign roadmap, executive summary