Half a day to three days, in your building or over Teams. We talk to your department leads first and build the session around the documents and deadlines they actually handle — then stay with you afterward.
An example of work we've delivered. Modules get added, dropped and reordered for every engagement — a finance team and a line crew need different hours.
What the tool is actually doing when it answers, why it sometimes invents things with total confidence, and how to spot it before the invention ends up in a board packet.
Not a list of magic words. The handful of patterns that do most of the work, practised on tasks your people were going to do that week anyway.
The most common complaint, and it is almost never the tool's fault. Where it looks, what it is allowed to see, and why the file you meant is invisible to it while an old copy isn't.
What not to paste in, what the tool can already see, and when to stop and ask a person. The module that keeps the others from becoming a problem.
Outlook, Word, Excel, Teams — on your own files, with your own sharing settings, not a sandbox that behaves differently than Monday will.
Recaps, action items and who said they would do what. The feature most people try first, and the one they abandon fastest when the notes come back wrong.
The work that runs without anyone opening an app — recurring summaries, triage, the Monday report nobody wants to write. Where most of the real time saving lives.
Everyone leaves with one thing they will do on Monday, written down, specific to their own job. This is the module most training skips, and it is why most training doesn't take.
Two to three weeks out, we spend twenty minutes with each department lead. What does your team spend Monday morning on? What report takes a day and shouldn't? What do people already try and give up on?
That is the difference between a class your people sit through and a session where somebody's actual quarterly report gets built in the room. It takes an hour of your leads' time and it changes everything about the day.
Copilot surfaces whatever a person already has access to. If old sharing settings are wide open, training people to search well is the fastest way to find that out the hard way. We can check first, or your admin can.
All you need on the day is a room or a meeting link, laptops signed in to your own accounts, and licenses already assigned. Nobody should be installing anything the week before.
Most trainers hand over a deck and go. The weeks after the session are when a habit either forms or quietly doesn't, so that's where the rest of the work is: regular practice prompts, a standing channel for questions, and a report your leadership can actually read.
How long we stay is scoped with you. These tools change monthly, and keeping pace with them is our job, not your staff's.
Everything above runs over Teams for teams spread across sites, with sessions split into cohorts small enough that people still ask questions. The discovery calls, the prompt library and the follow-through work exactly the same way.
Any organization already paying for AI and not getting much back for it.
Tell me what your people do and what you're already paying for. If training is the right answer, you'll have a written quote within two business days — travel, lodging and materials inside the number, nothing arriving afterward. If it isn't, I'll say so.
Pick a time on my calendar →Or email dan@learninggpt.ai — replies usually come within a few hours.
A single page you can forward to whoever signs off — what a session covers, how an engagement runs, and the answers procurement will ask for.
Download the PDF →