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.
PrepareApr 6 to Apr 27. Build literacy, define roles and responsibilities, and prepare initial Gartner inputs.
Assess & DefineMay 4 to Jun 12. Collaborative interviews, workshops, workforce-impact assessment, and priority value-stream definition.
Redesign & ValidateJun 15 to Jun 30. Joint value-stream transformation work, reviewed live with the department before the final strategy phase.
Strategy & ImplementationJul 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.
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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
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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
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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
After the first value streams are defined and the roadmap is in place, the department can use the same pattern to extend the work:
Implement — start putting the roadmap and workforce recommendations into practice.
Reuse the pattern — apply what worked to the remaining department workflows.
Decide the next step — choose whether Gartner returns or the next round is led internally.
Keep governance visible — maintain clear review paths, accountability, and controls as 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 and roles.
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 Gartner Consulting 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)
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)
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 Gartner Consulting 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)
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 Gartner Consulting 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)
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 (AI maturity, change readiness, and workforce-impact modeling), 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 Gartner Consulting 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)
Staff: Participate in Gartner interviews when asked and provide working-level detail on how the work runs today. (Est. 1-2 hrs if interviewed)
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)
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)
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)
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: Review the Step 1 outputs, update the department plan, and perform the Step 1 check-in with managers. (Est. 2 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)
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 Gartner Consulting Phase 1 outputs, Gartner does the deeper Step 2 transformation work (value chain mapping, job skills inventory, and capability gap analysis), 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)
Staff: Provide working-level detail on workflows, decision points, and handoffs when Gartner or managers need clarification. (Est. 1-2 hrs if asked)
Michael: Review work in progress and connect the analysis back to the department roadmap. (Est. 3-5 hrs)
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)
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)
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)
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.
Analyst Session
One Gartner analyst joins the Department staff meeting
Briefing on latest trends, key terms, and time for questions
Prepares the team for the consulting engagement
Multi-Phase Consulting Partnership
12-week engagement with the department
Stakeholder interviews, two in-person workshops, and ongoing joint working sessions
Focus: workforce impact, workflow redesign, job redesign, and actionable roadmap
See the Gartner consulting SOW for additional details
This engagement is expected to reflect the department's culture at every stage. These are the behaviors and standards that will guide how we work with Gartner and with one another.
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Lifelong Learning We proactively seek feedback and pursue better ways of working. We are committed to self-development and embrace a growth mindset because there is always more to learn.
Feedback · Growth · Development
Build a common AI literacy baseline before Gartner Consulting begins so managers and staff can contribute from the same starting point.
Use the analyst session, interviews, workshops, and readouts to ask questions, seek feedback, and improve how we work.
Share what we learn from Gartner across the department so knowledge compounds instead of staying with a small group.
Use the skills inventory and capability gap analysis to define how the department should develop over time.
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Trusted Partners We are the go-to for cyber and compliance topics for the business. We trust our fellow team members and they trust us. We foster collaboration through empathy, inclusion, and respect.
Autonomy · Inclusion · Trust · Consistency
Bring real workflows, dependencies, and control constraints into the engagement so Gartner sees how C&C actually operates.
Involve the people closest to the work in interviews and workshops so domain expertise is represented accurately and respectfully.
Be explicit about how proposed changes would affect the business teams, products, and customers that C&C supports.
Follow through on commitments, decisions, and next steps so the department is consistent and dependable throughout the engagement.
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Transparent Communication Over-communicate goals, challenges, and progress. Seek constructive alignment and proactive collaboration.
Visibility · Shared Decisions · Clarity
Keep the plan, timeline, open questions, and major decisions visible to the department throughout the engagement.
Share work in progress, workshop outputs, and Gartner deliverables in plain language so people understand both direction and reasoning.
Use review points and readouts to seek constructive alignment before outputs harden into decisions.
Create space for a healthy exchange of ideas by inviting questions, concerns, and alternative views at each major phase.
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Accountable for Team Outcomes Our team results speak for all of us. Each member strives for high standards, considers the long-term impact of our work, and continuously holds one another accountable.
High Standards · Shared Accountability · Long-term Impact
Hold a high quality bar for everything that goes to Gartner because the department’s results speak for all of us.
Review one another’s drafts and challenge outputs that do not reflect reality before they move forward.
Treat common literacy, strong submissions, and useful feedback as shared responsibilities across the department.
Hold ourselves accountable for the long-term impact of the recommendations and changes that follow.