Case study · Healthcare and Life Sciences

Claude adoption that started with executives

How a healthcare organization trained its executives and leaders, worked through use cases with pilot teams, and broadened its use of Claude

A healthcare organization already had an AI strategy and a strong governance process, and it had chosen Claude as its primary AI tool.

It was ready to expand its AI deployment and wanted help with training and enablement. We started with the executive team, moved on to the full leadership group, and then worked side by side with pilot teams to turn their use cases into Claude workflows, projects, and skills. Demand and outcomes grew across the organization.

A healthcare organization

At a glance

Client

A healthcare organization

Industry

Healthcare and Life Sciences

Offerings

Leadership AI Alignment Program, AI Fluency 101, Use Case Accelerator Workshop

Stage

Expanding

The challenge

Licenses alone did not change behavior.

Many people had tried AI, gotten a good-enough answer, and stopped. Use was light and scattered, and it was not having much effect.

The team was also working out how to innovate within the limits of its governance.

What we did

Executives first, then leaders, then pilot teams

01
Started with the executive team
AI Fluency 101
We ran a hands-on AI fluency session for the C-suite. We structured it around our proprietary maturity model and covered both individual and team use of AI.
02
Extended it to a broader leadership team
Leadership AI Alignment Program
Leaders from across the organization joined a hands-on Leadership AI Alignment session. They practiced with Claude, discussed AI risks, built and pitched a business concept with Claude, and talked through how each would lead their team through the AI rollout.
03
Use case workshops with pilot teams
Use Case Accelerator Workshop
Next we ran AI training and use case accelerator workshops with the pilot teams. Each team brought many real use cases. We mapped them against data, governance, and technical considerations, then narrowed them to the most viable.
04
Office hours afterward
Enablement
Follow-up office hours gave pilot teams and individual leaders a place to bring questions as they came up.

What we saw

Four lessons from the rollout

Executives set the priority.

Training the executives made AI a leadership priority. Training the wider leadership group made it daily practice and gave their direct reports permission to try it.

Document-heavy teams made good pilots.

The pilot teams had many use cases built around heavy documentation.

Start from the team’s own work.

Every workshop began with use cases the team brought, using its own documents and problems, which kept the training practical.

Use made the case for investment.

Once people across the organization were using Claude on their own work, the case for a larger investment was straightforward.

The outcome

Adoption takes more than buying licenses.

Train leaders first, so they are a visible example of using AI in line with the AI strategy.
Use cases will spread to other parts of the organization as teams see what Claude can do for their work.

For your organization

For an organization that has bought AI licenses and is waiting for people to use them, we recommend beginning with the executive team.

Train executives so AI becomes a leadership priority, and the wider leadership group so it becomes daily practice. Then choose pilot teams whose work fits AI best practices and your governance. As use spreads, the case for a larger program gets easier to make.