FOR ORGANIZATIONS – ANY SCALE
Enabling intentional transformation at speed, scale, and in sustainable ways.
From a single business unit ready to move now to an enterprise ready for something holistic – advisory, research, coaching, and strategic facilitation for executive teams and organizations navigating Ai-enabled transformation and the future of work.
Start a Conversation →ANY SCALE MEANS ANY SCALE
Most effective transformations don’t start with the whole organization. They start where the readiness is.
Many of our most effective engagements begin not with an enterprise-wide initiative but with a single function, business unit, or leadership team that is ready to move now. A CHRO transforming the people function. A COO redesigning operations around Ai. A CTO building responsible adoption capability. A CFO rethinking human capital investment in a disrupted market.
Starting where the readiness is – rather than waiting for organization-wide alignment – often produces faster results, stronger internal proof points, and a more compelling case for broader transformation. We are designed to work at that level.
When the organization is ready for something more holistic, we grow with it. When it isn’t, we don’t push.
THE CHALLENGE
The pace of change has outrun most organizations’ capacity to develop their leaders for it.
Ai is not arriving as a single event that organizations can prepare for and then move past. It is a sustained, accelerating transformation of how work gets done, how decisions are made, how roles are defined, and how organizations are structured. The leaders navigating it today are doing so without the benefit of established best practices – because most of what’s being established is still being written.
The leadership development programs, coaching engagements, and consulting relationships that most organizations rely on were built for a different kind of change. They were built for markets that moved more slowly, for roles that stayed more stable, and for leaders whose primary challenge was execution rather than reinvention.
What’s needed now is something different. Not more content. Not another program to roll out. A genuine thinking partnership – grounded in current research, anchored in practical frameworks, and responsive to the specific challenges your organization is actually navigating right now.
THE WORK
Four ways we work with organizations and teams.
From a single research briefing to a sustained advisory relationship, engagements are designed around what your organization actually needs at this particular moment. Most clients draw on more than one of these
🔹 Executive Advisory
Strategic counsel for CEOs, CHROs, COOs, CTOs, CFOs, and senior leadership teams navigating Ai-enabled transformation, organizational redesign, and workforce strategy.
We work at the level where the consequential decisions are being made – not to deliver a presentation, but to think alongside your leadership as the situation evolves. Advisory relationships are typically ongoing – monthly or quarterly touchpoints that keep the thinking current as your challenges develop. Engagements can also be project-based for organizations with a specific strategic question that needs sustained outside perspective.
This offering is available at the function level, the business unit level, and the enterprise level. The entry point is wherever your senior leadership is ready to engage.
🔹 Research Briefings & Future of Work Intelligence
Drawing on The Future of Work Project – our ongoing research into adaptive leadership, Ai-enabled transformation, and the human capacities that technology cannot replace – we bring original, current intelligence directly to your leadership team.
Research briefings are custom-designed for your organization’s specific context: your industry, your workforce composition, your strategic priorities, your current moment. They are not repurposed keynote content or repackaged trend reports. They are original analysis of the questions your leadership team is actually grappling with, delivered in a format designed to generate genuine strategic conversation rather than passive reception. Briefings can be delivered as standalone sessions for a leadership team or business unit, or as part of an ongoing advisory relationship
🔹 Coaching & Leadership Development
Coaching for executives and senior leaders across all functions – not just those in HR or people-facing roles.
In the age of Ai-enabled transformation, the COO navigating workforce redesign, the CTO leading responsible Ai adoption, and the CFO rethinking human capital investment need the same quality of developmental support as the CHRO. We bring the PAD Framework – a ten-dimension map of personal and professional development – and the AWARE Framework – a systematic model for mindful, intentional decision-making – into coaching engagements that address the full complexity of leading in a disrupted environment. Coaching is available for individual executives, for small cohorts of leaders working through shared challenges simultaneously, and as a component of broader organizational engagements. F
or organizations whose leaders are already enrolled in the Adaptive Futures Executive Practice, organizational coaching engagements build directly on that foundation.
🔹 Strategic Facilitation
Facilitation of leadership retreats, executive team offsites, strategic planning sessions, workforce transformation workshops, and cross-functional alignment sessions. We design and lead sessions that produce genuine alignment and concrete next steps – not just shared experience or a slide deck to file away.
Our facilitation draws on both the PAD and AWARE Frameworks to create the conditions for the kind of honest, high-quality conversation that executive teams rarely have in their regular operating rhythm. We do not arrive with a preset agenda and walk you through it. We design each session around your specific situation, your team’s dynamics, and the outcomes you actually need. Facilitation engagements range from a single half-day session for a business unit leadership team to a multi-day executive retreat for the full senior leadership of an organization.
OUR RESEARCH FOUNDATION
The work is grounded in ongoing original research – not just practitioner experience.
The Future of Work Project is Adaptive Futures’ ongoing research program into the leadership capacities, organizational structures, and human-Ai relationships that will define high performance over the next decade.
It draws on interviews with executives, HR practitioners, technologists, researchers, and organizational leaders across industries and geographies – and produces original intelligence into the questions that most leadership development programs and consulting engagements haven’t yet caught up with.
What this means for your organization
When we bring advisory, coaching, or facilitation to your leadership team, we are not working from a fixed body of knowledge accumulated over a career. We are working from a living research program that is actively tracking the terrain your leaders are navigating – updated continuously as the environment evolves.
Your leaders get the benefit of both practitioner wisdom and current research. Most engagements offer only one.
WHO WE WORK WITH
What we look for is not a particular size.
It’s a particular kind of challenge.
Our organizational clients range from growth-stage companies of 200 people to established enterprises of 20,000. What they have in common is not scale – it’s a specific kind of situation: a leadership team that is intelligent, experienced, and capable, navigating a transformation that is genuinely complex enough to benefit from outside perspective grounded in both research and practice.
We are not the right fit for organizations looking for a scalable training program to deploy across thousands of employees, a competency framework to install across a function, or an off-the-shelf leadership curriculum. If you need those things, we can point you toward partners who do them well.
We are the right fit for organizations and teams where the senior leadership itself is the primary audience – where the question is not ‘how do we train our people?’ but ‘how do we lead this organization through what’s coming?’
Three specific moments when organizations typically engage us:
WHY THIS WORKS
We bring research, practice, and genuine insider knowledge of what organizations are navigating
right now.
Al Adamsen has spent more than a decade at the intersection of HR Technology, People Analytics, Leadership Development, and the future of work – not as an observer, but as a practitioner and researcher embedded in the communities where these questions are being worked out in real time.
He has been in the rooms where enterprise workforce decisions are made. He understands how CHROs frame the Ai conversation to their boards, how COOs think about workforce redesign, how People Analytics leaders evaluate the gap between what their data shows and what their organizations are actually ready to do about it. That understanding shapes every engagement – the questions we ask, the frameworks we bring, and the way we design sessions that produce genuine movement rather than shared awareness.
Alongside the advisory and facilitation work, Al brings a network of trusted collaborators – coaches, researchers, and practitioners whose expertise can be drawn into engagements that benefit from additional perspective.
You are not limited to a single practitioner’s worldview. You have access to a carefully curated set of minds who share a common commitment to rigorous, research-grounded, human-centered work.
THE ENGAGEMENT
Every engagement is designed around your specific situation. Most follow a similar arc.
We don’t apply the same methodology to every organization. We start with your specific situation, the readiness of your leadership team, and the outcomes you are actually trying to achieve – and design the engagement from there.
That said, most organizational engagements move through a recognizable sequence:
STEP 1. DISCOVERY
A series of conversations with key members of your leadership team to understand the organization’s current situation, strategic priorities, leadership challenges, and the specific questions an outside perspective can most usefully address. We come in curious and leave with a clear enough picture to design something genuinely useful. Discovery is never billed as a separate engagement – it is part of how we scope the work.
STEP 2. DESIGN
We design the engagement – whether that’s an advisory cadence, a research briefing, a coaching program, a facilitated session, or some combination – based on what we heard in Discovery.
You review and refine the design before anything begins. No work starts until we have shared confidence that it is the right work for this moment.
STEP 3. DELIVERY
The core of the engagement. Advisory conversations, research briefings, coaching sessions, facilitated workshops – delivered with the quality and presence that executive-level work requires. We adapt as the engagement evolves and your situation develops. Rigidity in delivery is a sign that the advisor is protecting their methodology rather than serving your outcomes.
STEP 4. INTEGRATION
We help your leadership team integrate what has emerged from the engagement into their ongoing operating rhythm – decisions made, frameworks adopted, conversations that need to continue. An engagement that ends without clear integration is an engagement that doesn’t fully pay off. We stay in the room long enough to make sure the work lands.
STEP 5. ONGOING PARTNERSHIP (OPTIONAL)
Many organizational clients choose to maintain an ongoing advisory relationship after an initial engagement – drawing on regular strategic counsel as new challenges emerge, new Ai developments shift the landscape, or new leadership transitions require fresh outside perspective. Ongoing relationships are structured on a monthly retainer basis and scoped individually.
THE INVESTMENT
Engagements are designed around your specific needs. Here is a general sense of the range.
Organizational engagements vary in scope, duration, and investment depending on what is needed. A single research briefing for a leadership team or business unit sits at the lower end. A sustained advisory relationship with ongoing coaching and facilitation sits at the higher end. Project-based engagements typically begin at $15,000. Ongoing advisory retainers are structured on a monthly basis and scoped individually.
We work with a limited number of organizations at any given time to ensure the quality and depth of attention each engagement deserves. All engagements begin with a scoping conversation. There are no standard packages to choose from, and no proposal is prepared until we have a clear enough shared understanding of what would actually be useful.
The organizations that navigate what’s coming will be the ones that invested in their leadership before the crisis – not during it.
If your leadership team is navigating Ai-enabled transformation, workforce planning complexity, or the leadership challenges that come with operating in a genuinely disrupted environment – and if you sense that the standard approaches aren’t fully adequate to what you’re facing – we should talk.
Start a Conversation →Not ready for a conversation yet? Explore The Future of Work Project for original research on the leadership and organizational challenges shaping the decade ahead.