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LinkedIn TwitterHands-on AI upskilling your team actually uses — scored practice on real work scenarios, not slideware. People learn AI by doing it, so we make them do it, then grade the work against expert-built answers.
write a payment reminder email
What the grader saw: no audience, no context, no format. The model had to guess — and it shows.
Goal — draft a friendly reminder for an overdue invoice. Context — B2B account, 14 days past due, otherwise a great customer. Sources — invoice #4471, Net-30 terms, amount due attached. Example — match our warm, concise past-due template. Output — a 120-word email with a subject line, no legal threats.
What the grader saw: goal, context, a real source, an example, and the exact format. Nothing left to chance.
You have seen how it goes. Someone runs a session, the slides look great, everyone nods along, and by Wednesday the whole team is back to pasting five-word prompts into a chat box and wondering why the output is generic. Watching a course does not build a skill. AI fluency is a skill, and skills are built by doing.
There is a deeper habit working against you: your people spent thirty years learning Google — type a few keywords, then sift through links. AI rewards the opposite behavior. It performs best when you give it a clear goal, real context, and the exact output you want. Prompting is not searching. Until a team unlearns the search reflex, no amount of enterprise AI licensing turns into real productivity.
Our approach fixes the mechanism, not the slideware. Every learner practices on a scenario from their own job, generates a real answer, and gets scored against an expert-built “golden master” — with coaching on exactly what they missed. That is how corporate AI training becomes muscle memory instead of a memory.
Your team learned Google for thirty years: five keywords and sift. AI rewards the opposite. Click through the five parts of a prompt that consistently produces usable work.
Lead with the result you want the model to produce. A topic invites a lecture; a goal produces a deliverable.
The situational detail in your head is invisible to the model until you type it. Context is the single biggest lever on quality.
Ground the answer in your actual documents and facts so the model stops guessing and stops inventing.
One strong example teaches tone, structure, and standard faster than a paragraph of instructions.
Specify length, format, and constraints. When the shape of the answer is defined, the first draft is usable.
The more of these five parts you supply, the closer the first draft lands. Beginners learn to add context and an output format; advanced learners wrap all five in structured, XML-style prompting for complex, multi-step work.
The AI Academy runs every learner through the same closed loop until the behavior sticks. Because the work is graded against a golden master, progress is measured — you can see fluency rise across the team, not just count completed videos.
A task pulled from the learner’s actual role — not a generic demo.
They draft the prompt themselves, applying the five-part structure.
The model produces the real output their prompt earned — good or bad.
The answer is graded against an expert-built golden master for that task.
Specific feedback on what was missing, so the next attempt is sharper.
Break the Google reflex. Learners add goal, context, and an output format, and watch quality jump on their own everyday tasks.
Practice the recurring, high-value scenarios of a specific role until strong prompting is the default, not the exception.
Compose XML-structured prompts that chain context, sources, and constraints for complex, multi-step work — the level power users operate at.
Role-specific training is what makes practice feel real. Each track drills the scenarios that role faces every week, so the skill transfers directly to the job. Explore the curriculum by department.
Accounts-payable, forecasting, and reporting scenarios — not a marketing course.
Contract review, clause drafting, and research done with the right guardrails.
Job descriptions, policy drafting, and candidate communications, on-brand.
Campaign copy, briefs, and repurposing that keep your voice consistent.
Prospecting, follow-ups, and proposal prep tuned to your pipeline.
Process documentation, SOPs, and workflow analysis that save real hours.
Status updates, risk logs, and planning drafts your PMs can trust.
Onboarding, QBR prep, and support responses that stay human.
Need a track we have not listed? Custom courses are built to your workflows in 14 days — more on that below.
Most rollouts pair a live kickoff to build momentum with the self-paced Academy to build depth, then stand up an AI Champions track to keep it moving. We scope the mix to your team.
Per-seat access to 900+ role-specific, scored courses your team works through on their own schedule.
A facilitated session that turns the concepts into reps, with live practice blocks and real-time feedback that drive adoption from day one.
On-site delivery tailored to your actual workflows, with a facilitator working through your team’s real tasks in the room.
A dedicated advanced track for the roughly 10% of your people who already drive most of the AI usage — so they lift everyone around them.
When a workflow is specific to how your organization runs — your systems, your templates, your terminology — a generic course will not cut it. Tell us the gap, and a tailored, scored course built around your real scenarios ships within 14 days, then joins your team’s Academy alongside everything else.
An AI workshop is a facilitated working session where a team learns AI by doing the work in the room — writing real prompts, running them against live tools, and getting graded feedback on the output. Iternal runs them as half-day or full-day sessions, virtually or at your offices.
A working session that maps how your team actually spends its week, then tests each step against what AI can do well today. Nothing is bought or built in this room — the output is a decision list. The deeper method lives in our AI use case identification guide.
For the people who set budget and policy: where AI goes first, what guardrails travel with it, and who owns each move. Runs as a working session, not a briefing, so the sequencing decisions get made in the room rather than deferred.
The reps. Everyone brings a real task, writes a prompt against it, and gets the output graded against an expert-built answer — the same scoring engine behind the duel at the top of this page. People leave having done the thing, not having watched it.
One department at a time, built on that team’s own documents, systems, and terminology — finance, legal, HR, marketing, sales, operations, project management, or customer success. Every scenario in the session is a task that team already does.
The shape of the day is decided with you before anything is booked. These are the variables we scope against.
| Formats | Discovery, strategy, generative AI hands-on, and role-specific sessions. Each runs standalone or as the kickoff for a full training rollout. |
|---|---|
| Duration | 90 minutes to a full working day. Multi-department rollouts run one team per half day so nobody sits through another function’s scenarios. |
| Group size | 8 to 30 people in a hands-on room. Larger audiences run with breakout facilitators so everyone still gets graded reps rather than a keynote. |
| Delivery | Virtual, on site at your offices domestically or internationally, or blended with the self-paced Academy for the weeks after the session. |
| Prerequisites | None. No coding or technical background — participants work on their own documents and their own tasks from the first exercise. |
| What you leave with | Scored before-and-after work for every participant, a prompt pattern library for the team, and a shortlist of workflows worth automating next. |
| How it is priced | Quoted per session rather than per attendee: format, length, facilitator count, and virtual versus on-site delivery set the fee. Academy seats and custom scored courses are quoted separately. |
| Scheduling | No fixed cohort dates. Sessions are scoped with you and booked against your team’s calendar; material built around a workflow unique to you ships within 14 days. |
Training is one component of a corporate AI training program — here is the whole architecture.
Assess literacy, proficiency, and confidence by role before choosing any content — so improvement is measurable.
Five curriculum tracks, from all-employee literacy to executive governance, each tied to real workflows.
A live kickoff, scored self-paced reps, and champions who keep the momentum compounding after launch.
Track weekly usage and workflow impact, not course completions — the metrics a CFO will believe.
The same scored, learn-by-doing method flexes from a small pilot to a full workforce deployment across a global organization.
Enabling the workforce is where momentum starts. From there, the path runs through executive education, use-case discovery, and full implementation.
Hands-on, scored AI upskilling for every team.
You are hereTurn leaders into calibrated AI decision-makers.
Map where AI creates measurable value first.
Move from pilots to production with a plan.
Tell us about your team and how you work today. We will come back with a recommended blend — live kickoff, self-paced Academy, in-person sessions, and an AI Champions track — scoped to your rollout.
Whether you are piloting with a handful of people or rolling out across a global workforce, the plan starts with your real scenarios.