The work in plain language
Share the method. Share the responsibility.
An AI champions programme trains internal employees to support colleagues using approved AI workflows. Paloren teaches facilitation, output review, safe example curation and escalation through practical exercises. Champions need baseline AI literacy, approved access and protected time from their managers. The programme includes teach-back assessment and follow-up on real support questions. It can serve a small organisation or a distributed enterprise network. Champions are peer-learning supporters, not substitute administrators, compliance advisers or unpaid owners of the entire AI rollout.
01 / 04AI champions
Define a champion role that people can sustain
AI champions training prepares selected employees to support peer learning, not to become an unofficial help desk for every AI problem. The role needs protected time, a manager and a clear boundary. A champion can demonstrate an approved workflow, help a colleague check an output and collect recurring questions. They should not approve new tools, interpret legal obligations or grant access merely because they are confident with prompts. Paloren starts by defining these responsibilities with the programme owner. A small company may use one nominated person; a larger organisation may need coverage across departments, working hours and accessibility needs rather than simply selecting the loudest enthusiasts.
- Role charter with protected time and manager support
- Peer support separated from policy and access decisions
- Coverage plan based on real working patterns
02 / 04AI champions
Teach facilitation as well as tool use
Champions need to help another person learn without taking over the keyboard or hiding a mistake. The training agenda includes explaining an approved workflow, asking diagnostic questions and giving feedback against a simple rubric. Participants practise a short teaching session using a fictional task, then observe how a colleague interprets their instructions. A deliberately flawed output creates an opportunity to explain checking without embarrassment or blame. Prerequisites include baseline literacy, approved tool access and willingness to support others. Deep technical expertise is not required. Tool-specific gaps are addressed separately so the champion programme can concentrate on facilitation, consistent review and useful escalation.
- Short teach-back using a fictional workflow
- Feedback practice with a clear review rubric
- Diagnostic questions that preserve learner ownership
03 / 04AI champions
Curate examples instead of collecting untested prompts
An internal workflow library needs selection and maintenance, not unlimited submissions. Champions learn to record the task, permitted inputs, required sources, expected output and review owner for each example. They test instructions on more than the original case and note situations where the method should not be used. Customer data and credentials do not belong in shared prompt examples. A lightweight submission process allows colleagues to contribute while someone remains responsible for acceptance and retirement. The training exercise asks participants to improve a poorly documented example and reject one that crosses policy boundaries. This gives the library a useful quality standard before it grows.
- Workflow submission and acceptance checklist
- Safe example with limits and source requirements
- Owner and review date for each published method
04 / 04AI champions
Measure support quality and escalate recurring obstacles
Champions are assessed through practical teach-back, workflow review and an escalation scenario. The follow-up looks at whether colleagues can apply the method and whether questions reach the right owner. It should not reward the number of prompts shared or create competition over tool usage. Repeated access problems go to administrators; unclear rules go to governance owners; broken processes go to managers. The programme owner reviews champion workload and makes space for refresher learning. Wider behaviour change may need an adoption engagement alongside the network. Training can establish the role and skills, but it cannot substitute for management support or a functioning route to resolve problems.
- Teach-back and escalation assessment
- Recurring-obstacle log with responsible owners
- Follow-up on peer learning and champion workload
What you take forward
Not just a session. Something to work with.
Champion role charter
Peer-learning agenda
Safe teach-back exercises
Workflow library checklist
Practical assessment feedback
Escalation and follow-up plan
- 01
Agree the role
Define support boundaries, coverage, protected time and a programme owner.
- 02
Practise facilitation
Teach an approved workflow and receive structured feedback.
- 03
Review reusable examples
Assess source requirements, safety, repeatability and maintenance ownership.
- 04
Support and escalate
Review peer questions, workload and unresolved organisational barriers.
Before we begin
Your questions.
Straight answers.
Who should become an AI champion?
Choose people who understand the work, listen well and can explain a method patiently. Enthusiasm helps, but it is not enough. Managers should agree time and responsibilities before nomination, and the network should reflect the people and working patterns it needs to support.
Is this a train-the-trainer programme?
It includes teaching practice for approved internal workflows, but it does not grant an external trainer certification. If your organisation needs a broader internal instructor programme, specify the audiences, curriculum ownership and assessment requirements so that additional responsibility can be scoped explicitly.
Can champions approve new AI use cases?
Not by default. The role charter should identify which decisions remain with managers, IT, security and governance owners. Champions can help document a proposed use case and its questions, but confidence with a tool does not create authority to accept risk or grant access.
How does this differ from AI adoption consulting?
Champion training develops specific peer-support skills. Adoption consulting addresses the wider operating conditions, including sponsorship, communications, process changes and measurement. The two can connect, but a network of trained volunteers cannot resolve organisational barriers without accountable owners and management support.
Your team. Your next chapter.