Skill.re
Your 90-Day AI Transformation Plan: From Learning to Action
Overview
You've learned the frameworks. You've seen the possibilities. You've understood what needs to happen.
Now comes the hard part: actually doing it.
This lesson is the capstone of the entire course. It's not about theory. It's about action. It's a concrete blueprint for the next 90 days that translates everything you've learned into organizational movement.
By day 90, you won't have completed your transformation. That takes 2-3 years. But you will have moved your organization. You'll have momentum. You'll have executive alignment. You'll have pilots running. You'll have shown that this is real.
This is your playbook for starting your AI transformation journey as a CHRO.
>
Executive Summary: Your 90-day AI transformation plan has three phases: Days 1-30 (assessment, alignment, quick wins), Days 31-60 (strategy, pilots, training), Days 61-90 (governance, measurement, scaling decisions). Each phase has specific deliverables and milestones. By day 90, you'll have executive alignment, a 3-year roadmap, 2-3 pilots running, governance in place, and momentum. You'll have moved your organization from "thinking about AI" to "executing AI transformation."
Purpose Statement
By the end of this lesson, you'll have a concrete, week-by-week plan for the next 90 days that turns everything you've learned into organizational movement. You'll know what to do each week. You'll know what to deliver. You'll know what success looks like.
Why This Matters
Most learning doesn't translate to action. You read frameworks. You understand them. You see case studies. You get inspired. Then you go back to your job and nothing changes.
This lesson prevents that. It gives you a specific path. It removes ambiguity about what to do. It makes execution clear and sequential.
Three Phases: Days 1-30, 31-60, 61-90
Think of 90 days as three 30-day phases, each with clear purpose:
- Phase 1 (Days 1-30): Assessment and Alignment. Where are you? What's your business case? Who's on board?
- Phase 2 (Days 31-60): Strategy and Pilots. What's your roadmap? What are you building? How do you prepare the organization?
- Phase 3 (Days 61-90): Execution and Measurement. Launch pilots. Build governance. Measure progress.
PHASE 1: ASSESSMENT AND ALIGNMENT (Days 1-30)
Week 1: Situational Assessment
Goal: Understand your starting point. What's happening with AI in your organization? What's your organizational readiness?
Monday: Block your calendar. This week is about information gathering.
Actions:
1. Audit current AI initiatives (4-5 hours):
- What AI projects are already underway? (Talk to CTO, business leaders)
- Who's leading them? (Map stakeholders)
- What's the status? (Running, planned, exploratory?)
- What's working? What's blocked?
- Create simple spreadsheet: Initiative name, leader, status, timeline, blockers
Assess your HR team (2-3 hours):
- One-on-one conversations with key HR leaders
- Questions: How much do you understand about AI? What's your comfort level? What are your concerns? Do you see AI as opportunity or threat?
- Identify champions (people who "get it") and skeptics
- Note: This isn't official assessment. It's conversation.
Understand business strategy (2-3 hours):
- One-on-one with CEO
- Questions: Where are you taking the company? How does AI fit into strategy? What's your vision?
- Listen for clues about where HR can add value
Map stakeholders (2 hours):
- Create stakeholder map: Who are key players? CTO? CFO? COO? Board?
- For each: What's their perspective on AI? Are they ally or skeptic? What do they care about?
- This helps you understand who you need to influence
Deliverable:
- One-page situational assessment (what you learned)
- Stakeholder map with perspectives
- List of current AI initiatives
By end of week: You understand where you are.
Week 2: Build the Business Case
Goal: Develop your business case for HR-led AI transformation. Why should HR lead? What's the value?
Monday: Start writing.
Actions:
1. Build ROI model for key initiatives (5-6 hours):
- Pick 2-3 AI initiatives already happening or planned
- Model the financial impact: Cost of initiative vs. value generated
- Model the people impact: What does HR need to do for this to succeed?
- Example: "We're deploying AI recruiting tool. Cost: $100K/year tool + $50K implementation. Value: 30% faster hiring = $200K in time saved + 20% improved quality = $150K in better employee productivity. ROI: 70% year 1."
Identify people implications (4-5 hours):
- For each initiative, what's the people impact?
- What skills do people need?
- What change management is required?
- What are the risks (job loss, anxiety, resistance)?
- Example: "AI recruiting tool will change how our recruiters work. They'll spend less time screening, more time building relationships. But they need to understand the tool, trust the recommendations, and adapt their workflow."
Draft the narrative (3-4 hours):
- Write out: "Here's why HR must lead AI transformation. Here's what we can accomplish. Here's what it costs."
- Use examples from your organization
- Connect to business strategy
- Show competitive advantage
Get early feedback (2-3 hours):
- Share draft with 2-3 trusted advisors (could be peers, external advisors, board members)
- Ask: "Does this make sense? What's missing? What would convince you?"
- Refine based on feedback
Deliverable:
- Business case document (3-5 pages)
- ROI models for 2-3 initiatives
- Narrative on HR's AI leadership role
By end of week: You have a compelling case for why HR should lead.
Week 3: Secure Alignment
Goal: Get CEO, CFO, and key leaders behind your approach.
Monday: Start scheduling.
Actions:
1. One-on-one with CEO (90 min total: 60 min meeting + 30 min prep/follow-up):
- "I want to position HR as the leader of our AI transformation. Here's why. Here's what I'm proposing."
- Share your business case
- Listen for their concerns
- Get explicit commitment: "Are you on board? What concerns do you have?"
One-on-one with CFO (60 min total: 45 min meeting + 15 min prep/follow-up):
- "Here's the financial case. Here's what we need to invest. Here's the return."
- Share ROI models
- Discuss budget
- Get commitment on investment
One-on-one with CTO (60 min total: 45 min meeting + 15 min prep/follow-up):
- "Here's how HR and technology partner on this."
- Clarify roles: CTO owns tools/deployment. HR owns adoption/change/people.
- Get commitment to partnership
Secure commitment (as you go):
- After each conversation, follow up with email: "Here's what I heard from you. Here's how I'm moving forward. [Ask for confirmation]"
- Get explicit buy-in via email
- Document consensus
Deliverable:
- Emails confirming alignment with CEO, CFO, CTO
- Any modifications to approach based on feedback
- Decision to proceed (go/no-go)
By end of week: You have executive alignment. You can move forward with confidence.
Week 4: Quick Win
Goal: Build momentum with early success. Show this is real.
Monday: You need something tangible.
Actions:
1. Identify one quick win (2-3 hours):
- Something you can accomplish in next 4 weeks
- High visibility, clear success
- Examples:
- Launch AI literacy training for leadership team (you'll deliver by end of week 8)
- Establish ethics board (charter written, first meeting scheduled, by week 8)
- Complete pilot design for highest-priority initiative
- Release AI governance framework
- Deploy first AI tool for HR (recruiting, benefits, etc.)
Resource it well (2-3 hours):
- Don't shortchange it
- Give it what it needs to succeed
- Assign clear owner
- Set clear timeline
Execute with excellence (15-20 hours):
- This is highly visible
- First impression matters
- Under-promise, over-deliver
Celebrate success (2-3 hours):
- Make it visible to the organization
- Announce it at all-hands or team meeting
- Credit the people involved
- Show momentum: "This is what transformation looks like"
Deliverable:
- One completed quick win
- Visibility (announcement, communication)
- Proof of momentum
By end of week and Phase 1: You have business case, executive alignment, and momentum. You're ready to scale.
PHASE 2: STRATEGY AND PILOTS (Days 31-60)
Week 5: Build Your 3-Year Roadmap
Goal: Develop the multi-year strategy. What are you trying to do over the next 3 years?
Monday: Start planning.
Actions:
1. Year 1: Foundation (4-5 hours):
- Build foundational capability (data, pilots, team, governance)
- Key initiatives: data audit, tool evaluation, AI literacy training, ethics board, first 2-3 pilots
- Key outcomes: Organization understands AI. Pilots are running. Governance is in place. Team is upskilled.
- Timeline: 12 months to foundation
- Investment: Moderate ($X/year)
Year 2: Integration (4-5 hours):
- Scale successful pilots
- New initiatives based on learning
- Learning at scale (tier 1 literacy for everyone, tier 2 for major functions)
- Organizational redesign begins
- Key outcomes: 75% of organization engaged with AI. New roles created. Skills-based organization planned.
- Timeline: Months 13-24
- Investment: Moderate to high ($Y/year, higher than year 1)
Year 3: Transformation (4-5 hours):
- Organizational redesign executed
- Strategic advantage in talent, speed, capability
- Culture shift (AI is normal, not novel)
- Emerging capabilities (agents, multimodal, ambient) planned for deployment
- Key outcomes: Organization is fundamentally different. HR is strategic partner driving competitive advantage.
- Timeline: Months 25-36
- Investment: High ($Z/year)
Get feedback and finalize (3-4 hours):
- Share draft with CEO, CFO, key leaders
- Get feedback
- Finalize roadmap
- Get formal approval
Deliverable:
- 3-year roadmap document (10-15 pages)
- Financial profile ($X year 1, $Y year 2, $Z year 3)
- Approval from leadership
By end of week: You have a multi-year strategy.
Week 6: Identify and Design Pilot Initiatives
Goal: Design your first generation of pilots. What are you building?
Monday: Start identifying high-impact opportunities.
Actions:
1. Assess high-impact opportunities (4-5 hours):
- Which AI applications would create most value?
- Which ones fit your organization?
- Which ones have executive support?
- Which ones are low-risk enough to pilot?
- Rank: #1 (highest impact, feasible), #2, #3
Design 3 pilots (6-8 hours):
- For each pilot, document:
Problem statement (what are we trying to solve?)
- Hypothesis (what do we think will work?)
- Success metrics (how do we know it worked?)
- Timeline (how long will the pilot run?)
- Resources needed (team, tools, budget)
- Risks (what could go wrong?)
- Examples:
- Pilot 1: AI-assisted recruiting (screening, sourcing)
- Pilot 2: AI-supported performance management (insights)
- Pilot 3: Skills marketplace platform (internal mobility)
Identify resources (2-3 hours):
- Who will lead each pilot? (Name the person)
- What team will support? (Size, skills)
- What tools are needed? (Existing or new?)
- What budget? (Realistic, approved)
Get approval (2-3 hours):
- Present pilots to CEO, CFO
- Get approval to launch
- Confirm resource allocation
Deliverable:
- 3 pilot designs (2-3 pages each)
- Resource plan for each
- Timeline (which pilots run when)
- Leadership approval
By end of week: You know what you're building.
Week 7: Build Your Team
Goal: Structure your HR team for AI transformation.
Monday: Start organizational design.
Actions:
1. Identify centers of excellence (3-4 hours):
- Do you need a dedicated AI practice within HR?
- If yes: Who leads it? What's their scope? What team do they lead?
- If no: How do you embed AI expertise across HR?
Hire/reorganize (4-5 hours):
- Will you need new people? (Most likely yes)
- What roles? (AI trainer, prompt engineer, bias auditor, etc.)
- When do they start? (Ideally within 30-60 days)
- Budget for this (costs money)
Build advisory group (2-3 hours):
- Who advises you on transformation? (Cross-functional peers: CTO, CMO, CFO, etc.)
- When do you meet? (Monthly)
- What's their role? (Strategic advice, problem-solving, escalation)
Plan training for your team (2-3 hours):
- What does your HR team need to learn?
- Tier 1: AI literacy (40 min)
- Tier 2: Role-specific AI skills (varies by role)
- Tier 3: Specialization (for some)
Deliverable:
- Organizational design for AI-led HR
- Headcount plan (new hires, timing, cost)
- Advisory group identified and first meeting scheduled
By end of week: You have a team structure for transformation.
Week 8: Build Governance
Goal: Establish ethics board and governance structures.
Monday: Start designing governance.
Actions:
1. Design ethics board (3-4 hours):
- Members: Who's on it? (Mix of business, HR, legal, external if possible)
- Charter: What's the mission? What decisions does it make? (Use template from Chapter 3)
- Authority: What can ethics board actually do? (Approve? Block? Advise?)
- First meeting: When? Agenda? (What will you discuss?)
Design data governance (3-4 hours):
- What data is used in AI initiatives?
- Who owns it? Who controls access?
- How is it protected?
- What's the decision-making process?
Set up oversight (2-3 hours):
- Clear escalation paths (when does something go to ethics board? When to legal? When to CEO?)
- Decision-making authority (who decides what?)
- Regular reviews (how often do you audit AI decisions?)
Communicate (2-3 hours):
- Announce ethics board to organization
- Explain governance approach
- Show commitment to responsible AI
Deliverable:
- Ethics board established (members identified, first meeting scheduled)
- Data governance structure documented
- Policies drafted (will finalize in Phase 3)
- Organization-wide communication
By end of week and Phase 2: You have strategy, pilots, team, and governance. You're ready to execute.
PHASE 3: EXECUTION AND SCALING (Days 61-90)
Week 9: Finalize Policies
Goal: Complete AI policies.
Monday: Start policy writing.
Actions:
1. Draft acceptable use policy (2-3 hours):
- What can employees do with AI?
- What's prohibited?
- What needs approval?
- Example: "Employees can use AI tools for routine work (drafting, analysis). Employees cannot use AI for decisions affecting other employees without human review."
Draft fairness policy (2-3 hours):
- Guardrails on employment-affecting AI
- What requires fairness testing? (AI used in hiring, promotion, performance evaluation)
- Who reviews for fairness?
- What happens if bias is found?
Draft employee rights policy (2-3 hours):
- Transparency: When are employees told AI is involved in decision?
- Recourse: If an employee disagrees with AI decision, what can they do?
- Data rights: What data is used? Can they see it? Can they challenge it?
Draft workforce impact assessment (2-3 hours):
- How do we handle role changes?
- Transparency, choice, support (from lesson on transition management)
- Timeline for implementation
Get feedback and finalize (2-3 hours):
- Circulate with ethics board, legal, key leaders
- Get feedback
- Finalize
- Ready for communication
Communicate to organization (2-3 hours):
- All-hands meeting or written communication
- Explain policies
- Answer questions
- Build understanding
Deliverable:
- 4 core AI policies finalized and approved
- Communication to organization
- Training for managers on policies
By end of week: Governance is documented and communicated.
Week 10: Launch Pilots
Goal: Get your first pilots off the ground.
Monday: Kick-off.
Actions:
1. Prepare execution (4-5 hours):
- Finalize tools, data, resources
- Onboard pilot teams
- Set up training
- Create playbook/documentation for pilot teams
Kick off Pilot 1 (2-3 hours):
- Team meeting: "Here's what we're doing. Here's why. Here's success metrics."
- Week 1-4 of pilot work begins
- Regular check-ins scheduled
Kick off Pilot 2 (2-3 hours):
- Same approach as Pilot 1
Set up tracking (3-4 hours):
- How will you measure progress?
- Dashboard or tracking tool
- Weekly reporting format
- Who reports to whom
Establish regular check-ins (2 hours):
- Weekly: Pilot leads report to you (30 min each)
- Bi-weekly: Advisory group meets (1 hour)
- Monthly: CEO update (30 min)
Deliverable:
- Pilots launched and running
- Measurement infrastructure in place
- Weekly status reporting started
By end of week: Pilots are executing.
Week 11: Start Training
Goal: Begin AI literacy program.
Monday: Training launch.
Actions:
1. Finalize tier 1 curriculum (3-4 hours):
- 40-minute online module
- 1-2 hour manager-led discussion
- 30-minute hands-on exercise
- Ready for rollout
Train leadership team (4-5 hours):
- Leadership team takes tier 1 training (lead by example)
- Use them to refine training
- Get their feedback
- Use them as evangelists
Build communities of practice (2-3 hours):
- First gathering scheduled (month 4, not during 90-day period)
- Topic chosen
- People invited
- Purpose explained
Plan organization-wide roll-out (2-3 hours):
- Phased approach over next 12 weeks
- Who takes training when
- Communication plan
- Tracking completion rates
Deliverable:
- Tier 1 curriculum finalized
- Leadership team trained
- Community of practice launched
- Organization-wide roll-out plan
By end of week: Learning infrastructure is in motion.
Week 12: Build Measurement Framework
Goal: Set up tracking for transformation.
Monday: Start building dashboards.
Actions:
1. Design transformation scorecard (4-5 hours):
- HR maturity (how advanced is our AI practice?)
- Business impact (what value is AI creating?)
- Capability (can people work with AI?)
- Culture (do people see AI as opportunity?)
- Governance (is AI being used responsibly?)
- For each: Define metrics, set targets
Set up dashboards (3-4 hours):
- What tool will you use? (Spreadsheet, BI tool, etc.)
- What data do you need? (Pilot metrics, training completion, employee surveys, etc.)
- Who has access? Who updates it?
- Automation: What can you automate vs. manual?
Baseline data (2-3 hours):
- Where are you starting? (% trained in AI, pilot progress, employee sentiment on AI, etc.)
- Document baseline so you can measure progress
Reporting cadence (1-2 hours):
- Monthly: HR leadership gets detailed report
- Quarterly: Executive team gets summary
- Annually: Board gets comprehensive update
Deliverable:
- Transformation scorecard defined
- Dashboards in place
- Baseline metrics captured
- First monthly report ready for delivery
By end of week: You're tracking progress.
Week 13: Month 3 Planning and Communication
Goal: Assess progress and plan next phase.
Monday: Reflect and plan.
Actions:
1. Review Phase 2 (3-4 hours):
- What's working? (What went better than expected?)
- What's not? (What's harder than expected?)
- What needs adjustment? (What do you need to change?)
- Document learnings
Share progress with CEO (4-5 hours):
- Prepare full update
- Metrics and results
- Challenges and adjustments
- Plan for next 90 days
All-hands communication (2-3 hours):
- Share progress with organization
- Celebrate quick wins
- Explain what's coming
- Answer questions
Plan Months 4-6 (4-5 hours):
- Based on learning, what's next?
- Pilot results: Scale winners, kill losers
- Next wave of training
- New initiatives starting
- Roadmap adjustments (if needed)
Deliverable:
- Month 3 review document
- Month 3 executive update
- Organization all-hands presentation
- Plan for months 4-6
By end of week and Phase 3 (Day 90): You have results, learnings, and momentum.
DAY 90: WHAT YOU SHOULD HAVE
By day 90, you should be able to show your CEO and board:
1. Executive Alignment
- CEO, CFO, CTO alignment on HR-led AI transformation (documented)
- Board briefed on approach (if appropriate)
- Budget approved for 12-month roadmap
2. Strategy
- 3-year roadmap (foundation, integration, transformation phases)
- Portfolio of high-impact initiatives identified
- Multi-year budget plan ($X year 1, $Y year 2, $Z year 3)
3. Execution
- 2-3 pilots launched and running (week 1-4 of pilot work complete)
- Measurement infrastructure in place (dashboards built, baseline metrics captured)
- Quick wins accomplished and visible (momentum created)
4. Capability
- HR team partially upskilled (tier 1 training underway)
- Leadership team completed AI literacy (20-30 leaders trained)
- Communities of practice established (first gathering planned)
5. Governance
- Ethics board established (members identified, first meeting scheduled or completed)
- Data governance structure documented
- 4 core policies finalized and communicated
- Escalation paths established and communicated
6. Culture
- Organization understands HR's role in AI transformation (communicated)
- Early skeptics see movement (pilots running, visible progress)
- Champions are visible and vocal (they're leading pilots, training)
7. Momentum
- People are engaged (pilots have teams, training is happening)
- Leaders see possibility (executive team is aligned, invested)
- Pilots are generating learnings (Week 1 results visible, improvements being made)
CUSTOMIZING THE PLAN FOR YOUR CONTEXT
This 90-day plan is a template. Adjust for your reality:
If your organization is already doing AI initiatives:
- Faster ramp on governance (you're working with existing initiatives)
- Focus pilots on novel applications (not foundational ones)
- Emphasize HR's role as integrator and transformation leader
- Week 1-2: Map existing initiatives. Week 3-4: Build governance around them.
If your organization is very large (5,000+ people):
- Extend pilots (run in one division or department, not company-wide)
- Build more governance (needed at scale)
- Run pilots sequentially (not parallel), or stagger by business unit
- Months 1-3: Pilots in one unit. Months 4-6: Expand to next unit.
If your organization is very small (under 200 people):
- Fewer people, so move faster
- Skip some formal structures (don't need massive advisory board)
- Focus on essentials (strategy, pilots, measurement)
- Involve whole organization (everyone is in pilots or training)
If your organization is highly regulated (healthcare, finance, legal):
- Expand governance and compliance work
- Add legal review to all policies
- Plan for regulatory engagement
- Ethics board should include compliance/legal
- Pilots might move slower (more approval gates)
Managing Your Own Energy
90 days is intense. This is transformational work. You're changing your organization.
Manage yourself:
- Prioritize ruthlessly: You can't do everything. Focus on the critical path. Say no to things that don't move transformation forward.
- Build support: Find 1-2 people who share the vision. You can't carry this alone. Identify your team. Invest in them.
- Communicate constantly: People get lost if you don't keep explaining. Repetition matters. "I've already said this" is when most people are just starting to hear it.
- Celebrate progress: Pilots will have setbacks. Celebrate what works. Celebrate small wins. This builds momentum and morale.
- Take care of yourself: Sleep. Exercise. Relationships. Your family. This is a marathon, not a sprint. You can't do 90 days of intensity and then stop. You need to sustain. Take care of yourself so you can sustain.
POST-DAY 90: MONTHS 4-12 AND BEYOND
By day 90, you've built momentum. You've shown results. You've earned credibility to move faster.
Months 4-6 (Your next 90 days):
- Scale successful pilots (expand to more people, more areas)
- Course-correct unsuccessful pilots (kill them, or pivot)
- Expand training to full organization (tier 1 for everyone)
- Start planning organizational redesign (Chapter 4)
- Introduce tier 2 role-specific training (pilots teams get it first)
Months 7-12:
- Major scaling decisions (which pilots become permanent? What new pilots start?)
- Implement team and role changes (new roles created, career paths updated)
- Build skills infrastructure (skills taxonomy, assessment, marketplace)
- Plan for emerging capabilities (agents, multimodal, ambient intelligence)
Year 2-3:
- Transform operating model (new org structure, new career paths)
- Build competitive advantage (skills economy, internal talent marketplace)
- Become external thought leader (speak, write, advise)
- Reshape HR as strategic function (from HR services to HR transformation)
What to Do Tomorrow Morning
Don't try to do this whole 90-day plan tomorrow. You'll burn out.
Instead:
Tomorrow, do this:
Schedule meeting with your CEO (15 min email, "I want to talk about HR's role in our AI transformation. Can we find 60 min next week?")
Block 5 hours next week for Week 1 assessment work (put it on your calendar now)
Find one ally in HR or elsewhere who gets this. Someone who believes in AI transformation. Recruit them. "I'm working on something big. I need a partner. Are you interested?"
Read Chapter 1, Lesson 1 again. Remember why CHRO is the right person to lead this.
Commit. This is real. This is important. You can do this.
The next 90 days are hard. They're also some of the most important work you'll do in your career. You're reshaping your organization. You're positioning HR as the strategic advantage.
You've got this.
Key Takeaways
- 90 days is enough to build momentum (not complete transformation, that's 2-3 years)
- Follow the sequence: Assessment → Alignment → Strategy → Execution. Skip steps at your peril.
- Governance and measurement are as important as initiatives (more important, actually)
- Communication is constant: People need to hear it 7 times before it sticks
- Celebrate every milestone: Transformation is hard. Celebrate progress.
- This is doable: You don't need to be perfect. You need to move. Start.
FAQ
Q: Can I do this if the CEO doesn't support it?
A: Not really. The CEO needs to be on board. If they're not, spend more time on Week 2-3 (alignment). If they still won't move, you have a bigger problem (you might be in the wrong organization).
Q: What if pilots fail?
A: That's okay. Failures teach. Kill the unsuccessful pilots quickly. Scale the successful ones. Learn and adapt.
Q: How much time does this take?
A: 10-15 hours per week of your time, depending on company size. Plus your team's time. Budget for it.
Q: What if I don't have budget?
A: Start smaller. Pick one pilot (not three). Build the case on results. Use early success to fund next phase.
Q: What if I don't have the right team?
A: Invest in people. Hire or develop. This is non-negotiable. You can't do transformation without good people. If you need to hire, do it weeks 5-6 (phase 2).
What's Next
This is the end of the course, but the beginning of your transformation.
You have the frameworks. You have the playbook. You have the 90-day plan.
Now comes the real work: Showing up. Doing the work. Staying committed when it's hard. Learning from setbacks. Celebrating progress. Building momentum.
The best time to start was yesterday. The second-best time is tomorrow.
Go lead your organization's AI transformation. The future of work depends on leaders like you who understand that AI transformation is fundamentally a people transformation.
CHROs who get this will reshape their companies and their industries. They'll attract better talent. They'll move faster. They'll build competitive advantage that's hard to replicate.
You can be one of them.
APPENDICES
Appendix A: Templates You'll Need
- Situational Assessment Template (1 page)
- Business Case Template (3-5 pages)
- 3-Year Roadmap Template (10-15 pages)
- Pilot Design Template (2-3 pages per pilot)
- Governance Framework Template (policy docs)
- Skills Taxonomy Template (25-50 skills, organized)
- Transformation Scorecard Template (metrics dashboard)
- Project Plans (detailed timelines for each week)
(You can develop these templates as you move through the 90 days. Don't get hung up on perfect templates. Functional templates that work for you are better than perfect templates.)
Appendix B: 90-Day Plan Quick Reference
WEEK 1: Situational Assessment
WEEK 2: Business Case
WEEK 3: Alignment (CEO, CFO, CTO)
WEEK 4: Quick Win
WEEK 5: 3-Year Roadmap
WEEK 6: Pilot Design (3 pilots)
WEEK 7: Team Structure
WEEK 8: Governance (Ethics board, data governance)
WEEK 9: Finalize Policies
WEEK 10: Launch Pilots
WEEK 11: Start Training
WEEK 12: Build Measurement
WEEK 13: Plan Next Phase & Communicate
DAY 90: You have alignment, strategy, 2-3 pilots running, governance in place, measurement underway, training started.
Appendix C: Resources and Further Learning
From this course:
- Chapters 1-3: Foundation (why HR leads AI, governance, change management)
- Chapter 4: Workforce transformation (planning, new roles, redesign)
- Chapter 5: Workforce capability (emerging capabilities, learning, skills economy)
- Chapter 6: Thought leadership and execution (external credibility, 90-day plan)
Continue learning:
- Communities of practice (monthly forums, peer learning)
- Conferences (SHRM, HR Tech, business conferences)
- Research and thought leadership (HBR, MIT Sloan, industry publications)
- Build your external credibility (speak, write, advise)
Build support:
- Find peer CHROs doing this work (community, not competition)
- Connect with your advisory group monthly
- Stay connected with external mentors/advisors
Stay current:
- AI evolves fast. Your knowledge must evolve too.
- Quarterly: What new AI capabilities are emerging? What do they mean for HR?
- Monthly: What are peers learning? What's working? What isn't?
- Continuous: Experiment, learn, share, improve.
You're reshaping the future of work. You're positioning HR at the center of transformation. You're building the competitive advantage.
This is important work. This matters.
Go do it.
Good luck. You're going to reshape your organization and your industry.