- Where Doma Started: Curious But Not Confident
- The Approach: Diagnose First, Then Build
- What the 12-Month Program Actually Looks Like
- The Mindset Shift Is the Hard Part
- What Good AI Enablement Consulting Actually Delivers
- The Three Guarantees That Remove the Risk
- What This Means for Your Leadership Team
- FAQs
Doma had the tools. What they didn't have was a leadership team that knew what to do with them.
That's not a knock on Doma. It's the most common problem in enterprise AI right now. Companies spend serious money on AI platforms, roll them out across the organization, and then watch adoption flatline. The tools sit there. Leaders nod along in demos. Nothing changes.
The root cause is almost never the technology. It's the people at the top who haven't built genuine AI fluency — the mindset to see where AI fits, the skillset to use it confidently, and the toolset knowledge to direct it well. Buying the software doesn't fix that. Neither does a one-hour lunch-and-learn.
Doma's story is worth telling because it shows what happens when you fix the actual problem.
Where Doma Started: Curious But Not Confident
Doma's senior leaders weren't hostile to AI. They were curious. They'd seen the demos, read the articles, and understood the general direction. But curiosity without capability doesn't move the needle.
When they came to AI Performance Lab, the challenge was clear: the leadership team needed to move from passive observers to active, confident users — people who could spot real opportunities, make smart calls on AI investments, and model AI-forward behavior for their organizations.
That's a very different ask than "teach us the basics." It requires a structured development process, not a one-time event.
The Approach: Diagnose First, Then Build
AI Performance Lab doesn't start with assumptions. The engagement with Doma opened with a proper diagnostic — every senior leader scored on AI fluency, one-on-one interviews conducted, and a clear picture established of where the team actually stood versus where they needed to be.
This matters because AI fluency isn't one thing. Some leaders are strong on the conceptual side but have never written a prompt. Others have experimented with tools but can't connect AI to strategic decisions. Some have governance concerns quietly blocking adoption. You can't build a useful development program without knowing which of these is true for which people.
The diagnostic phase produced a 90-day strategy brief — a concrete artifact, not a vague report. Doma's team knew exactly what gaps existed and what the next 90 days needed to accomplish before committing to anything longer.
What the 12-Month Program Actually Looks Like
Once Doma moved into the full program, the structure gave the development process real teeth.
Four quarterly on-site workshops kept the work grounded and practical. These aren't lecture sessions — they're hands-on, with live prompting exercises and each leader identifying their top AI opportunities in real time. Monthly 60-minute live cohort sessions maintained momentum between workshops. Short enough to protect calendars, focused enough to drive genuine progress.
The always-on video library, refreshed weekly, covered prompting, agentic workflows, decision intelligence, and AI governance. Leaders could engage on their own schedule, which matters when you're working with executives who don't have three free hours on a Tuesday afternoon.
At Month 1, every leader completed the AI Fluency Diagnostic. At Month 12, they completed it again. The delta between those two scores is the measurable proof of what changed. Not a soft testimonial — a documented capability shift.
The Mindset Shift Is the Hard Part
Here's what most AI training programs miss: the biggest barrier to executive AI fluency isn't technical. It's psychological.
Senior leaders are used to being the most capable person in the room. AI introduces a domain where they're genuinely behind, and that's uncomfortable. Some respond by avoiding the tools altogether. Others go through the motions without really engaging. A few overcorrect and chase every new model announcement without building any real depth.
The work with Doma addressed this directly. The program builds mindset alongside skillset — helping leaders understand not just how to use AI, but how to think about it as a strategic asset they're responsible for directing. That shift, from passive observer to active director, is what produces real behavior change.
It's the difference between buying a squat rack and actually training. The equipment was never the bottleneck.
What Good AI Enablement Consulting Actually Delivers
The phrase "AI enablement consulting" gets applied to a wide range of things — software implementation, generic workshops, vendor-led demos. What Doma's engagement demonstrates is what it should mean at the leadership level.
Real AI enablement for senior leaders delivers three things:
A scored baseline. You need to know where each leader actually stands before you can build anything. Without that, you're guessing.
A structured development path. Not a single event. A 12-month arc with quarterly on-site work, monthly live sessions, and self-paced learning that compounds over time.
Measurable proof of progress. Month 1 scores versus Month 12 scores. The delta is the evidence. If scores don't improve, the program extends at no charge — a guarantee that exists because the confidence behind it is real.
Doma got all three. The result wasn't a team that had attended some workshops. It was a leadership team that could genuinely direct AI strategy, identify high-value opportunities, and make informed decisions about where and how AI should be deployed across their organization.
The Three Guarantees That Remove the Risk
Worth naming directly: the program comes with three performance guarantees, and they're specific.
First, a 30-day exit option with a prorated refund. If it's not the right fit, you're not locked in.
Second, an outcome guarantee. If AI fluency scores don't improve from Month 1 to Month 12, the program extends at no charge until they do.
Third, a service quality guarantee. If deliverables are missed, you receive a partial fee refund.
These aren't fine-print hedges. They're the program's way of saying: we're confident this works, and we'll put that in writing.
For a CPO or CLO who has approved training budgets before and watched programs underdeliver, that specificity matters.
What This Means for Your Leadership Team
Doma's story isn't unique. The pattern — tools purchased, adoption stalled, leadership team uncertain what to do next — shows up in enterprises across industries. The trigger is often a failed rollout, board pressure, or a competitor announcement that makes the urgency impossible to ignore.
If your leadership team is AI-curious but not yet AI-fluent, the path forward isn't another tool. It's the structured development work that turns curiosity into genuine capability.
You can read the full Doma case study, along with case studies from PetLab and a pharma client, at aiperformancelab.ai/case-studies. The AI Performance Lab also includes an AI Readiness Assessment if you want a quick read on where your team stands right now.
The next step is a conversation. Book a call and find out what a structured AI fluency program would look like for your leadership team.
FAQs
What did Doma's engagement with AI Performance Lab involve? Doma started with the AI Advantage Sprint — a 30-day diagnostic that scored every senior leader on AI fluency, conducted one-on-one interviews, and delivered a 90-day strategy brief. From there, the team moved into the 12-month program: four quarterly on-site workshops, monthly 60-minute live cohort sessions, and access to a weekly-refreshed self-paced video library.
How does AI Performance Lab measure whether the program actually worked? Every leader completes the AI Fluency Diagnostic at Month 1 and again at Month 12. The difference between those two scores is the documented proof of progress — a specific, measurable delta, not a survey or a testimonial.
What happens if the program doesn't produce results? The outcome guarantee is explicit: if AI fluency scores don't improve from Month 1 to Month 12, the program extends at no charge until they do. There's also a 30-day exit option with a prorated refund at the start of the engagement, and a service quality guarantee that provides partial fee refunds if deliverables are missed.
Is this program designed for individual executives or entire leadership teams? It's built for senior leadership teams as a cohort. The diagnostic, workshops, and monthly live sessions are all designed around the team developing together — which is what produces organizational behavior change rather than individual credentialing.
How is AI Performance Lab different from other AI training options? No other identified program combines a C-suite exclusive focus, a structured 30-day diagnostic sprint as the entry point, a 12-month longitudinal program, and formal outcome guarantees. MIT xPRO, for example, offers individual credentialing at $7,750 per person with no enterprise customization and no ongoing accountability after the course ends. Workforce-wide platforms address adoption at scale but aren't built for executive mindset and behavior change.
What does "AI fluency" mean in practice? At the leadership level, AI fluency means three things: the mindset to see where AI creates strategic value, the skillset to use AI tools confidently and direct them well, and the toolset knowledge to make informed decisions about AI investments and governance. It's not about becoming a developer. It's about leading an AI-capable organization.
How do I find out if this program is right for my organization? The fastest starting point is the AI Readiness Assessment at aiperformancelab.ai — it gives you a quick read on where your leadership team stands today. From there, booking a call with AI Performance Lab will clarify whether the workshop, the AI Advantage Sprint, or the full 12-month program is the right first step.