Five steps, in order. Start with an honest read of where your leaders stand, then build only what that read says you need.
Start a conversation
Tell us where you are.
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The five steps
Each step starts from what the last one found. You can come in at any of them. The assessment is the fastest way to know which.
AI Readiness Assessment
A short, senior-led assessment of your leadership, your talent processes and your performance system. Not your data pipelines.
What you get back
Built on Rewired Leadership, the book by Mark Zides.
Then The readout shows which of the next steps you need, and in what order.
Leadership Development
Built on the book
Leadership isn't about knowing more. It's about unlearning faster.
Rewired Leadership programs for executive teams and rising leaders, built on the book.
Explore leadership development →Executive and Team Coaching
A thinking partner who has actually carried the number.
One to one and team coaching for leaders taking an organization through the AI shift.
Explore executive and team coaching →Talent and Performance Architecture
Most performance systems still reward the job people had three years ago.
Performance management, talent processes and org design, rebuilt for the work as it is now.
Explore talent and performance architecture →Underneath all four The material that makes the work stick.
Learning and Enablement
The delivery layerYour best people know things nobody ever wrote down.
How the work above gets built, written down and made to stick.
Explore learning and enablement →Choosing where to start
| If this sounds familiar | The usual instinct | Where we would start |
|---|---|---|
| The board is asking if the company is ready for AI | Buy an AI readiness survey | 01 Uncover: AI Readiness Assessment |
| Your leaders are good, but lead the way they always have | Send them on a course | 02 Develop: Leadership Development |
| One leader, or one leadership team, needs to move first | Hire a coach from a directory | 03 Coach: Executive and Team Coaching |
| Performance reviews still reward work that AI now does | Change the review form | 04 Design: Talent and Performance Architecture |
| The know-how lives in a few people's heads | Record a few videos | 05 Build: Learning and Enablement |
AI will not replace leaders. It will expose them.
Rewired Leadership™
How the steps connect
01
Uncover hands over a readout
Where your leaders, talent processes and performance system stand, and which step comes next.
02
Develop hands over new habits
Leaders who decide faster and delegate more, measured on the book's leadership dashboard.
03
Coach hands over follow-through
One leader, or one team, holding the new habits under real pressure.
04
Design hands over working systems
Performance, talent and structure that reward the work as it is now.
05
Build hands over the material
Training, playbooks and SOPs that keep all of it running after we leave.
The framework
From the appendix of the book. Each step builds one of them, so the path and the framework line up.
Why the system exists and what matters now.
Built in 02 Develop
How authority flows through the organization.
Built in 04 Design
Who decides what, people or AI.
Scored in 01 Uncover
How autonomy is earned and expanded.
Built in 03 Coach
How the system learns from what goes wrong.
Built in 05 Build
Ask yourself
Three questions about your own leadership team. Answer them honestly.
Are your leaders making decisions faster since AI arrived, or sending more of them upward?
Do your talent processes know which work AI is taking over, and which work it's creating?
Does your performance system reward the job people do now, or the one they had three years ago?
If you hesitated on any of them, start with step 01.
The difference
Who we serve
If the decision sits with you, we work with you directly.
Built on the book
The assessment scores against its model. The programs teach it. The coaching uses its language. The redesigns follow its CHRO playbook.
“Mark brings rare credibility from decades in boardrooms and high-growth environments, pairing practical frameworks with hard-earned judgment and humility.”
Of The Day Press · 2026 · Foreword by Michael Glass
Who you work with
Mark Zides leads every engagement. He has spent more than 35 years building and leading companies where people, learning and technology meet.
Before you get in touch
Anything not covered here, ask directly. We answer scope and pricing without a discovery gate.
No. You may need one or two. The assessment is there to tell you which, so nobody sells you the rest.
Because the usual instinct points at the wrong step. A company that thinks it has a training problem can have a performance system problem, and the other way round.
Yes. If you already know what you need, start there. The path is the order the steps build on each other, not a gate.
Fixed scope and fixed fee, sized to the problem rather than billed by the hour.
Taking on new engagements this quarter
Tell us where you are, and we will tell you which step comes first.
