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Work and role redesign

Every task gets a verdict. Every role gets a future.

Work and role redesign decides, task by task, what AI should automate, what it should augment and what people should keep, then designs what each affected role becomes. Transformativ does this with the people who hold the roles, which is why adoption follows.

THE PROBLEM

Why AI tools go unused

Most AI tools go unused because the work and the roles around them never change.

  1. Licences are bought and usage plateaus.

    The tools arrived and the work stayed the same.

  2. Fear is a design constraint.

    People who don't know what AI means for their role won't help it succeed.

  3. Automation alone is a race to the bottom.

    Cutting cost converges on the same answer as every competitor. The returns sit in what your people can do next.

WHAT CHANGES

What changes

Work and role redesign gives every task a verdict and every affected role a future.

  1. Every task gets a verdict: automate, augment or preserve.

  2. The returns beyond the easiest work are found and designed for.

  3. Every affected role gets a future, designed with the person who holds it.

  4. Skills are built in the flow of work as the change lands.

  5. Adoption is measured, along with usage.

THE METHODS

The methods behind it

Two methods sit behind this work.

  • The Three-Layer Model

    Most AI programs automate the easiest work and stop there. The Three-Layer Model shows where the real returns sit in your operation, before a single tool is chosen.

  • The Future Role Canvas

    When agents take on the work, what do your people move to? The Future Role Canvas answers that role by role, designed with the people who hold the roles.

HOW IT RUNS

How it runs inside Catalyst+

Work and role redesign runs through every stage of Catalyst+, our AI transformation product.

See how Catalyst+ works →
  1. 01 · DEFINESIX WEEKS

    Define

    In Discover we work directly with the people who do the work and give every task a verdict. In Design, the affected roles are redesigned with them.

  2. 02 · ACTIVATETYPICALLY 8 TO 12 WEEKS

    Activate

    People move into their redesigned roles as the AI agents go live.

  3. 03 · SCALE

    Scale

    The same approach runs across each new area.

What happens in the six weeks

WEEK 1WEEK 6: AI DELIVERING VALUE
  1. WEEKS 1 TO 2ALIGN

    WEEKS 1 TO 2 | ALIGN

    Agree the area and the roles in scope. Baseline the work as it's done today.

    BY WEEK 2

    The roles in scope agreed, with today's work baselined.

  2. WEEKS 3 TO 4DISCOVER

    WEEKS 3 TO 4 | DISCOVER

    Work directly with the people who do the work and give every task a verdict: automate, augment or preserve.

    BY WEEK 4

    Every task has a verdict, and you know where the returns sit beyond the easiest work.

  3. WEEKS 5 TO 6DESIGN

    WEEKS 5 TO 6 | DESIGN

    Redesign the affected roles with the people who hold them, and set out the skills each role will need.

    BY WEEK 6

    Every affected role has a future, designed with the person who holds it.

QUESTIONS

Common questions about work and role redesign

We break the work in scope into tasks and decide for each one whether AI should do it, assist a person with it, or leave it with people. From that we redesign each affected role: what it does once agents arrive, the skills it needs, how it's measured, and how people move into it. The work is done in sessions with the people who hold the roles, during Define.

Each task is assessed on volume, how rule-based it is, the judgement it needs, the cost of getting it wrong and the data available. High-volume, rule-based, low-risk tasks go to agents. Tasks that need judgement get AI assistance with a person deciding. Tasks where trust, empathy or personal accountability matter stay with people. Returns are usually largest when a whole sequence of tasks changes together.

By involving them before anything changes. The people who do the work map it with us, help decide what AI should take on, and design their future role. We share the plan for each role early, including training and timing, because uncertainty about their own job is what makes people hold back from new tools.

Each gets a defined future before automation starts: new responsibilities, the skills needed, a training plan and a timeframe. Where a role shrinks significantly, you see it early, with the options, so decisions about redeployment or team shape are made deliberately and communicated properly.