FOR AI TRANSFORMATION LEADERS
Your AI investment.
Your people.
Real progress.
Understand how your people actually work with AI.
Then give every role a practical way forward.
YOUR WHOLE AI TRANSFORMATION
You know who’s using AI.
Now see what it’s changing.
AI Litmus connects adoption, effectiveness, process mining, automation opportunities and ROI. One view of the AI you already own, and what your people can do with it.
A clearer read on your team.
ADOPTION IN CONTEXT
Usage tells you how much.
Context tells you more.
Start from the AI tools each team is given. Connect usage to role-specific effectiveness to see where tools, capability and work are falling out of step.
Your AI transformation, in context
Illustrative reportExplore effectiveness to understand the quality of that usage.
THE AI LITMUS BELIEF
Same AI tools.
Same hours of use.
Very different impact.
How often someone opens an AI tool doesn’t tell you how well they use it.
One person drafts an email. Another redesigns a workflow. AI Litmus looks at the work itself, against what the role requires, to reveal the difference a usage dashboard misses.
Why effectiveness mattersFIVE QUESTIONS. ONE CONNECTED VIEW.
The answers your
leadership team needs.
Start with usage. Connect it to the work.
Keep opportunity separate from proof.
Adoption
How much?What’s being used, by role, against the tools each team is given.
02Effectiveness
How well?How capably people use AI in the work their role demands.
03Process mining
How does work happen?We look at your process from the employee's and the employer's reality, and tell you exactly what you were missing.
04Automation
What could come off the list?Repeatable work worth removing, prioritised for action.
05ROI
What could it return?Potential hours and value, kept distinct from verified gains.
HOW AI LITMUS WORKS
Who it helps, what it needs and what you get.
AI Litmus is an AI transformation assistant for teams. It helps each person get more from the AI tools they already have, and gives leaders evidence of what is actually changing.
- 01
Who it is for
Leaders and transformation, L&D and HR teams who are rolling out AI tools, and the people in those teams who use them every day.
- 02
What you share
The roles in the team and the AI tools your organisation provides. Each person then has a private conversation with Krish, about twenty minutes, about how their work actually gets done.
- 03
What each person gets
Their own private read, three practical moves for the week ahead and ongoing support. Individual answers are not shared with their employer or team.
- 04
What leaders get
A team-level report and a prioritised enablement plan across adoption, effectiveness, process mining, automation and potential hours. It does not rank named individuals. For one team, allow roughly two weeks.
TAKE A CLOSER LOOK
For your people.
For your next decision.
Explore the experience behind the numbers
with VMS Culture Labs. Browse all articles
A clearer picture.THE LEADERSHIP VIEWFOR TRANSFORMATION LEADERS
See what your team-level report brings into focus.
Explore the leader’s report My work.My tools.
My next move.THE EMPLOYEE EXPERIENCEFOR YOUR PEOPLE
A private read. Practical tips and ongoing support.
Explore the employee journey Beyondthe usage chart.MEASURING WHAT MATTERSVMS CULTURE LABS INSIGHTS
Why measuring AI effectiveness starts with the work.
Read the perspectiveFURTHER READING
Go deeper on this question.
How is this different from an adoption dashboard?
Usage signals show how much AI is being used. AI Litmus also examines role-relevant work to understand how effectively it is being used, what is getting in the way and what should happen next.
What are the five dimensions of AI fluency?
Prompting and direction; AI and tool literacy; workflow integration; critical thinking and judgment; and growth and team influence. Each is interpreted against the person’s role, rather than one company-wide bar.
What do leaders and employees receive?
Leaders receive a team-level report and a prioritised enablement plan. Employees receive their own private read, dimension scores and three practical moves for the week ahead. Leadership reporting does not rank named individuals.
What stays private?
Each employee sees their full personal read. Individual answers are not shared with their employer or team.
How long does it take?
About twenty minutes per person. For one team, allow roughly two weeks from starting to receiving the leadership report, including the time people need to complete the conversation and tasks.
Are potential savings the same as proven results?
No. Recoverable hours are an estimate of the opportunity. Verified improvement requires reassessing the team after enablement and measuring the change from its first read. An assessment alone does not create those savings.