For people leaders in HR, technology and operations
Rolling out Copilot isn't rolling out AI.
You bought the licences and ran the training. Months on, the tools sit half-used and nothing really changed. That’s not a technology problem, it’s an adoption problem. And it’s the one we solve.
Watch the three-minute breakdown to see how it works.
We Only Take Five of These a Year
And we choose them carefully.
Q1 FY27 Applications close 31st August 2026
This work needs our full attention, so we’d rather go deep with a few teams than spread thin across many. If yours is one of them, the sooner we talk the better.
Gartner puts most organisations at the very start of AI maturity. Most don't know they're there.
Buying tools isn’t adoption. A Copilot licence on every desk doesn’t move you up the curve if the way people work never changes.
Based on gartner’s ai maturity model, 2019
The teams pulling ahead didn’t just train their people. They redesigned the work around AI, so the tools actually get used and the change actually sticks.
That’s the gap we close. We find where AI can take the load, redesign the work around it, and make sure your people come with you.
- The Real Problem
AI isn't here to replace your people.
Most organisations sit right at the start of the AI curve. Some interest, a few tools, and not much actually changed. Buying more licences won’t move you up it.
Your people were hired for judgement, relationships and creativity, not admin a machine could do faster.
The teams pulling ahead aren’t just training their people. They’re adopting, learning and iterating, and they’ve redesigned the work around AI and automation. That’s what moves them up the curve.
- The Old way
Buy the tools. Run a session. Hope it sticks.
Months on, the team uses AI for the odd task and carries the same load. Only the bill changed.
+ The Outlier Way
Redesign the work first. Then let AI do the lifting.
We split what AI should own from what your people should, and rebuild so both run at their best.
- The Old way
Push people through the change and hope.
People who feel threatened switch off. When they switch off, the return you were promised never shows up.
+ The Outlier Way
Show each person where they matter more.
We redesign roles so people see how AI lifts their strengths. Anxiety becomes clarity, clarity becomes momentum.
- The Old way
Buy the tools. Run a session. Hope it sticks.
Months on, the team uses AI for the odd task and carries the same load. Only the bill changed.
+ The Outlier Way
Redesign the work first. Then let AI do the lifting.
We split what AI should own from what your people should, and rebuild so both run at their best.
- The Old way
Push people through the change and hope.
People who feel threatened switch off. When they switch off, the return you were promised never shows up.
+ The Outlier Way
Show each person where they matter more.
We redesign roles so people see how AI lifts their strengths. Anxiety becomes clarity, clarity becomes momentum.
- The Old way
Buy the tools. Run a session. Hope it sticks.
Months on, the team uses AI for the odd task and carries the same load. Only the bill changed.
+ The Outlier Way
Redesign the work first. Then let AI do the lifting.
We split what AI should own from what your people should, and rebuild so both run at their best.
- The Old way
Push people through the change and hope.
People who feel threatened switch off. When they switch off, the return you were promised never shows up.
+ The Outlier Way
Show each person where they matter more.
We redesign roles so people see how AI lifts their strengths. Anxiety becomes clarity, clarity becomes momentum.
If any of this sounds familiar, you're who we built this for.
You don’t need to run the whole company to see it. You just need to be close enough to the work to know something’s off.
This Isn't For You (Or Not Yet) If:
- You think buying more AI licences will fix it on its own
- You want a tool rolled out, not the way people work redesigned
- You’re after a quick training session, not real change
- You’d rather report the problem than do something about it
This is For You If:
- You’ve rolled out AI tools and watched them sit half-used
- You can see your best people stuck on work a machine should do
- You suspect AI could help, but don’t know where to start
- You’d rather bring your leaders a plan than a complaint
You don’t need to run the whole organisation to see the problem. You just need to be close enough to the work to know it’s there.
A clear method, not a vague promise
Four stages that move you up the curve, from finding where AI can take the load to making the change stick.
Stage 1
Find Where the Friction Lives
A 14-day audit of your workflows, roles and rhythms, mapping the draining work against the work people do best.
Stage 2
Separate the machine work from the human work.
We map every workflow and draw a clear line between what automation should own and what only your people can do.
Stage 3
Redesign roles around what matters.
New role profiles and ways of working, so each person sees exactly how the change makes their skills count for more.
Stage 4
Build the rhythm that makes it stick.
A 90-day roadmap that syncs team cadence, tools and leadership habits, so the new way of working holds after we leave.
Stage 1
Find Where the Friction Lives
A 14-day audit of your workflows, roles and rhythms, mapping the draining work against the work people do best.
Stage 2
Separate the machine work from the human work.
We map every workflow and draw a clear line between what automation should own and what only your people can do.
Stage 3
Redesign roles around what matters.
New role profiles and ways of working, so each person sees exactly how the change makes their skills count for more.
Stage 4
Build the rhythm that makes it stick.
A 90-day roadmap that syncs team cadence, tools and leadership habits, so the new way of working holds after we leave.
Six deliverables that change how work feels.
Friction Audit Report
A full diagnostic of where your people’s time and skills are being absorbed by work that machines should own and where your biggest untapped human potential sits.
Strategy-to-Task Blueprint
A high-definition map of every workflow, clearly sorted into Engine Work (AI) and High-Value Human Work. The clarity document your organisation has needed for years.
Augmented Role Matrix
Redesigned role profiles and team structures showing each person exactly how their skills become more valuable, not less, in an AI-enabled environment
Ways of Working Protocols
A full diagnostic of where your people’s time and skills are being absorbed by work that machines should own and where your biggest untapped human potential sits.
90-Day Implementation Roadmap
A structural rollout schedule synchronising people, tools, and rhythms so the new model embeds into operational reality and stays there.
Leadership Activation Toolkit
Your managers make change stick or let it slide. We give them curated tools, sync templates, and facilitation guides to lead this from the middle where it actually matters.
Friction Audit Report
A clear map of where your people’s time is lost to work a machine should own.
Strategy-to-Task Blueprint
Every workflow sorted into what AI should run and what your people should keep.
Augmented Role Matrix
Redesigned roles showing each person how their skills count for more, not less.
Ways of Working Protocols
Practical guides for how each redesigned role runs day to day.
90-Day Implementation Roadmap
A staged rollout that embeds the new way of working and keeps it there.
Leadership Activation Toolkit
The tools and templates your managers need to lead the change from the middle.
Friction Audit Report
A clear map of where your people’s time is lost to work a machine should own.
Strategy-to-Task Blueprint
Every workflow sorted into what AI should run and what your people should keep.
Augmented Role Matrix
Redesigned roles showing each person how their skills count for more, not less.
Ways of Working Protocols
Practical guides for how each redesigned role runs day to day.
90-Day Implementation Roadmap
A staged rollout that embeds the new way of working and keeps it there.
Leadership Activation Toolkit
The tools and templates your managers need to lead the change from the middle.
The Specialists With You In The Room
This isn’t sold off a shelf and handed to a junior team. The two people who design the work are the two people who deliver it.
Nick Devine
Delivery Lead
For ten years, Nick has turned complex organisational change into operational reality, from core banking upgrades to full platform redesigns. He brings the delivery rigour that makes change land on the frontline, not just look good in a board pack.
Nick McPhee
people and workforce lead
For over fifteen years, Nick has designed high-performing teams for some of the most complex organisations in Australia and overseas. His background spans HR leadership, cultural change, workforce planning and leadership development across financial services, utilities, education and transport.
People Enjoy Working With Outlier
I have been working with The Outlier Group team for almost 9 months and the team has delivered high quality results consistently, so far. The experience, the knowledge and the skills they bring to the table are at par with any high-performance teams. Their budgets have always been competitive and they always deliver value. Of all the vendor teams that I have worked so far, in UnitingCare, The Outlier Group have been one of the best.
- Srujan Chennupati
The Outlier Group were fantastic when we engaged them for assistance with the identification and implementation of a new ERP system for our expanding business. Highly recommended!
- Greg Dean
I have worked with Jasmine and her team across some challenging projects and she delivers outstanding results every time!
Jasmine has an enthusiastic and professional work ethic and her people skills when dealing with varied stakeholder groups under often difficult circumstances is second to none.
I highly recommend The Outlier Group and look forward to working with Jasmine on future projects.
- Steve Nahuysen
Five a year. If your team is one of them, let's talk.
A quick call is the easiest first step, and it costs you nothing but the time. We’ll give you a straight read on whether this is worth doing, and whether we’re the ones to do it with.
Begin With the 14-Day Friction Audit.
Not ready to commit to the full 12-week sprint? The Friction Audit is your first move and it stands alone as a genuinely valuable piece of work.
In 14 days, Nick Devine and Nick McPhee will assess your current workforce structure, identify exactly where AI and automation can absorb the low-value load, and give you a clear, honest picture of what needs to change and what doesn’t.
No generic frameworks. No recycled slide decks. Just a real, boots-on-the-ground diagnosis of your organisation and a practical roadmap for what comes next.