Workshop, four-week cohort coaching, and role-specific AI assistants built for every function in the room.
Team is for functional leaders who know their team needs to get serious about AI, but don't have the time or the internal expertise to run it themselves.
This works best for: a head of marketing, operations, finance, or HR who wants their team using Claude consistently and well. A business owner with a team of 8 to 25 who has seen what AI can do and wants it embedded properly. An L&D leader looking for a structured, measurable programme rather than a one-off workshop.
David reviews team structure, roles, and current AI usage. Kickoff brief prepared.
Full-day session. The 4Ds framework applied to your team's actual work. First assistants configured.
Two group sessions. Daily practice established. Skills library started.
Two group sessions. Role-specific assistants refined. Connectors and Cowork deployed.
Department playbook written. Internal champion identified and briefed. Cycle retainer introduced.
Ongoing monthly support to keep adoption alive as AI capabilities evolve.
Most corporate AI workshops are flown into Singapore from the US, the UK, or India. Generic content. Generic delivery. Generic examples. Teams attend, everyone feels informed, and three months later nothing has changed. The Darla Method was built differently. Anchored in APAC commercial operations, refined across eighteen months of live engagement with Gill Capital and other regional clients, taught publicly from October 2023 onward.
The methodology has been in active corporate use since January 2023, over two years before the academic AI Fluency Framework was published. When Anthropic co-badged the framework with University College Cork, Ringling College of Art and Design, the Higher Education Authority of Ireland, and the National Forum, the alignment with what was already being taught was so complete that the first Anthropic Academy course was completed without working through the material at all. Thirteen courses completed since. Twelve certificates issued. 550+ professionals trained across nine countries.
Team delivers both layers: the academic articulation (the 4Ds) and the practice that came before (the Darla Method, particularly the persona-led entry move). Each team member walks away with their own named, role-specific AI assistant configured to how they actually work. The work compounds. The practice embeds. The change is permanent rather than seasonal.
A custom Claude assistant built for each role in the function, configured to that role's actual work, standards, and recurring tasks. Not a generic chatbot. A configured thinking partner that knows the department's work, its standards, and its examples. The team uses these assistants from day one and keeps them after the programme ends.
Delegation, Description, Discernment, Diligence. The academically co-badged 4D AI Fluency Framework, taught as a shared operating model. Every team member working from the same foundation. Common language. Common standards. Common review patterns.
The team builds a library of skills, prompts, and workflows together. Repeatable patterns the whole function uses. Project-level briefs the team contributes to. AI becomes a shared capability rather than an individual party trick, with consistency across what the team produces.
Usage measured. Output quality reviewed. Structured check-ins at month one, three, and six. The 90-day adoption clinic catches fade before it becomes reversal. Leadership sees exactly where the team is and where it is drifting, with specific interventions for each gap.
Functional leaders who know their team needs to get serious about AI but do not have the time or internal expertise to run it themselves. Typically 8 to 25 people in one function: sales, marketing, operations, finance, HR, or any other discipline. The team has tried AI individually, sees scattered results, and now wants a structured approach that produces consistent practice across the function.
Eight to twelve weeks depending on team size and scope. Kickoff and key sessions delivered on-site as standard, with cohort coaching and check-ins running remotely between sessions. Available across Singapore and APAC. Each cohort includes role-specific assistant builds, structured 4D framework training, and an adoption clinic that runs alongside the workshop cadence to keep momentum after delivery ends.
A custom Claude assistant built for each role in the function, not a generic chatbot. Fluency in the 4Ds AI Fluency Framework applied to the team's actual work. Shared workflows, prompts, and skills that the team uses consistently. A common operating language across the function. Adoption tracked with metrics so leadership can see where the team is and where it is drifting.
Adoption is tracked through usage patterns, output quality, and structured check-ins at month one, month three, and month six post-programme. Most teams transition into the Cycle retainer for ongoing capability maintenance: model upgrade briefings, workflow refreshes, and role re-baselining as the technology evolves. Without this, even strong initial adoption tends to fade as AI capabilities change faster than one-shot training can cover.
Most engagements do. The Audit is a four-week structured diagnostic that maps role-impact across up to ten roles, scores adoption risk, and produces a twelve-month roadmap with named milestones. It tells you which programme tier actually fits and where to start, before committing to a Team programme. The Audit produces an honest assessment, including the option not to proceed if that is the right answer.
Take this template to your next leadership meeting. Map AI potential across every function in your team: RAG scored, priority ranked. The basis for your programme brief.
A four-week diagnostic. Role-impact map for up to ten roles. Adoption-risk scorecard. Twelve-month roadmap with engagement options.