Your leaders are about to run teams that are half human, half AI.
Most have never practiced it. The common mistake — bolting AI onto an unhealthy or misaligned team — makes things worse, faster. And you can't see how someone leads through AI under pressure until it's a real division at stake.
Why now
The rollout already happened. The value didn't.
97%
of leaders rolled out AI agents this year
79%
say they still can't get real value from it
50%+
of executives say the rollout is straining the company
The gap isn't the technology, it's leadership, and no incumbent sim teaches it. This is open ground.
The model
Three stages of AI leverage. Most teams try to skip to the last one.
1 · Horse
add
AI does the work you point it at. Real gains, one task at a time. The stage almost everyone skips.
2 · Engine
multiply
AI multiplies a healthy, aligned team. One engine does the work of a whole stable.
3 · Rocket
compound
The system compounds and leaves the ground. The exponential curve, earned rather than assumed.
The trap, the Phantom Multiplier: an engine screaming in neutral, all noise and no traction, because the team underneath can't transmit the power. Strap a rocket to a wagon and you shatter the wagon.
What it is
Run a division for two years — in about three hours.
Lead an AI-played team through real, scored coaching conversations.
Deploy and govern a fleet of AI agents across real work.
Allocate between building capability and delivering results under pressure.
Watch it compound on a live facilitator dashboard.
The one lesson
AI leverage multiplies organizational health. It doesn't add to it.
Leaders leave having felt it — once by doing it wrong, once by doing it right. The most valuable thing they learn is that you can't automate your way out of an unhealthy organization.
What leaders walk out able to do
Diagnose where AI creates leverage — and where automating destroys value.
Govern AI deployment: autonomy, checkpoints, and the right people paired to it.
Lead the human system AI runs on — team health gates every AI return.
Allocate across time: when to build, deliver, or restore.
See their own instinct — a leadership fingerprint, and one behavior to change.
Why the ROI is real
Built around the debrief — the part that changes behavior.
It observes decisions under pressure instead of teaching content. Up to half the session is structured reflection. Every leader leaves with a written, back-at-work commitment, followed up at 30/60/90 days — the transfer signal CLOs actually track. Outcomes, not completions.
Who it's for
One program, four audiences.
High-Potentials — stretch + readiness signalSenior Executives — AI-governance alignmentNew / Mid Managers — leading through people & AIIntact Teams — offsite, real dynamics
Delivered in three overlays over the same mechanics · in-person or virtual · parallel or competitive.
Licensing
Start small. Scale internally.
Seat / Cohort
$250–750 / seat
Or ~$6–18K per cohort. The place to start — a program or a pilot.