Secured Tech Solutions

Let me show you how they built their human foundation systematically across four key areas:

Current Skills Assessment

When Joshua’s team began their AI journey, they started by documenting exactly where they stood:

• Only 4 out of 10 team members were comfortable with digital tools

• Key gaps in understanding basic automation concepts

• Strong foundation in support ticketing software

• Need for basic AI awareness training

“Taking inventory of our capabilities wasn’t just about finding gaps,” Joshua shared. “It helped us discover strengths we didn’t know we had.”

Training Needs Analysis

With a clear picture of their current capabilities, Secured Tech Solutions developed a structured approach:

• Created micro-learning modules (15-20 minutes each)

• Established peer learning networks

• Developed hands-on practice scenarios

• Built feedback loops for continuous improvement

• Results: Reduced training time by two/thirds while improving knowledge retention.

“The key was making learning part of daily work,” Joshua noted. “Instead of long training sessions, we integrated micro-learning into regular operations.”

Roles & Responsibilities

They identified and developed three critical roles:

• AI Champions: Tech-savvy team members who could bridge the gap between technology and daily operations

• Process Owners: Experienced Staff who understood which workflows needed enhancement

• Change Agents: Natural leaders who could help drive adoption

Their approach:

• Started with AI handling routine tasks, ones the team disliked (saved 15 hours/week)

• Used early wins to build confidence (response time improved by 45% in the first week)

• Created peer mentoring pairs between tech-savvy and experienced Staff

• Built progression road maps showing how AI would enhance careers, not replace jobs

Leadership Capabilities

Joshua’s team discovered that leadership development was crucial for sustainable success:

• The executive team showed a strong commitment to innovation

• Middle management needed more AI exposure

• Clear decision-making processes established

• Change management protocols implemented

“After 60 days, the same people who resisted AI were suggesting new ways to use it,” Joshua observed. “Our change resistance dropped from 6 out of 10 to 2 out of 10 when people saw how it made their jobs better, not obsolete.”