01
The approach: diagnosis, direction, transformation
Companies know something needs to change, but don't know where to start. We start with the people. When they move, everything else follows.
Step 1, Fast
Diagnosis & direction
Two to three sharp conversations with leadership and key players. What's going on? Where is it getting stuck? Which challenge is most urgent?
Output: clear problem statement and prioritisation. No report, just direction.
→
Step 2, Direction
Tailored trajectory
Based on the diagnosis the right partners and interventions are brought in. Always with Altitude at the core. Additional where needed:
- Strategic advice & foresight (Future Dynamics)
- AI implementation & tooling (TATOMA)
- Role architecture & organisational structure
- Management training & team dynamics
- Positioning & brand strategy
→
Always, the core
Learning paths via Altitude
Regardless of additional interventions: the learning paths start. A personal learning path per employee, assembled from programmes per role area, connecting directly to the diagnosis.
12 weeks per programme. Structural. Behaviour change that sticks.
"Transformation of people is the starting point. When people move, commercial propositions, positioning and structure follow naturally."
02
The disruption is now
Every role in a company is affected by AI. What this means concretely per role is the basis for every learning path Altitude Academy offers.
What AI concretely does to roles
The rationale behind every learning path we offer.
AI takes over
- Standard reports
- Basic copywriting
- A/B test analyses
- Scheduling overviews
AI augments
- Brief processing
- Concept development
- Data interpretation
- Client communication
Newly needed
- Evaluating AI output
- Prompt engineering
- Tool selection & management
- Quality control
More human
- Client relationships
- Creative direction
- Strategic interpretation
- Culture & leadership
03
How Altitude Academy works
Altitude is not an e-learning platform. It is a behaviour change structure, built on the science that people only truly change when they repeat something, reflect on it and hold each other accountable. That is precisely what Altitude organises, week after week, for 12 weeks.
The classic approach
- A one-day training for whoever signs up
- Knowledge that fades within two weeks
- The front-runners go faster, the rest stand still
- Results nobody can point to
This approach
- Half a day on location where the whole team starts
- One small step in the real work, every week
- A buddy and a team lead who hold you to it
- Progress that is visible per department
A learning path is a set of 12-week programmes
Each programme focuses on one concrete skill or behaviour change. No theory dump, no conference with a warm feeling that quickly evaporates. But weekly micro-learnings, assignments you apply immediately in your work, and a buddy who keeps you sharp.
Multiple programmes in sequence form a learning path of 6 to 18 months. That is how you build durable capability in an organisation, not incidentally, but structurally.
Each learning path is assembled per employee. A short assessment maps role, level, AI proficiency, learning style and ambition; a personal programme follows from that. The structure is fixed, the content varies per person. After the diagnosis you start immediately.
Weekly micro-learning
One concrete insight per week, immediately applicable. Never more than 20 minutes.
Reflection assignments
Participants write what they have applied, not theory, but the real world.
Buddy pairing
Two colleagues keep each other sharp. Brief weekly contact: what did you do, what worked?
Management dashboard
Team leads see progress per employee and get their own weekly guidance rhythm.
Assessment as the start
Role, level, learning style and ambition determine each participant's personal learning path.
Fixed check moments
At intake and weeks 4, 6 and 12 a guide reviews where someone stands. The system signals, a person decides.
Three goals that hang together
A direction that only exists at board level changes nothing about what happens on Monday morning. So the goal runs all the way down into one person's work.
01
Company goal
Where the organisation wants to be with AI in three years. One direction, visible to everyone who works there.
02
Team goal
What that means for this team, this quarter. Translated by the team lead, together with a specialist.
03
Personal goal
What someone does this week. One learning goal, one workflow, one visible step forward.
Five speeds running through each other
Development that only happens on a study day dies at the first deadline. The shorter the interval, the smaller the step.
Daily
MicrolearningsA few minutes, directly applicable in that day's work. Small enough never to have a reason to skip it.
Weekly
ReflectionWhat did you try, what did it deliver, what will you do differently next week. This is where loose knowledge becomes a habit.
Monthly
Check-in with team lead or buddyA conversation with a person who is watching. Name the progress, remove the obstacles, adjust the course.
12 weeks
Personal development planConcrete goals with a beginning and an end, from baseline in week 1 to result measurement in week 12.
Quarterly
Reflection with the team leadWhich applications stuck, what they did to the work, and where the goals lie for the coming quarter.
Time investment per participant
✦ 20 min/week micro-learning
✦ 15 min/week reflection & assignment
✦ 10 min/week buddy contact
✦ minimum ~45 min/week, those who want to invest more: 2–4 hours
04
Learning paths per role area
Six role areas form the base. Within each area the learning path is assembled per employee, based on a short assessment. Per area: the AI impact, the key skills and the available programmes.
AI impact
- Generative tools are taking over routine visual work
- Copy and variants are generated at lightning speed
- Creative direction becomes the core skill
- Quality judgement and personal style become crucial
Learning path focus
- From executor to director
- Using AI as a creative instrument
- Maintaining personal style and vision
- Giving feedback on AI output
- Validating concepts faster
Timeline
- 24 weeks total
- 2 programmes of 12 weeks
- Start: directly after diagnosis
- Suitable for all levels
AI as a creative instrument, 12 wks
Creative direction in an AI world, 12 wks
AI impact
- Clients expect AI knowledge from the parties they work with
- Standard reports and updates are being automated
- Added value shifts to strategic partnership
- Pitching and negotiating become more complex
Learning path focus
- From executor to strategic conversation partner
- Guiding clients through their own AI adoption
- Staying commercially strong in an uncertain market
- Building relationships at board level
- Pitching with impact
Timeline
- 24 weeks total
- 2 programmes of 12 weeks
- Start: directly after diagnosis
- All client-side levels
The AI-savvy account manager, 12 wks
Commercial in uncertain times, 12 wks
AI impact
- Writing code accelerates dramatically via AI assistants
- Lo-code and no-code tools democratise development
- Architecture and quality judgement become scarce
- New roles: building and managing AI integrations
Learning path focus
- Using AI tooling effectively in the development workflow
- From coder to architect and problem-solver
- Quality assurance of AI-generated code
- Client-facing communication about technical choices
- Leveraging lo-code possibilities
Timeline
- 24 weeks total
- 2 programmes of 12 weeks
- Start: after diagnosis
- Dependent on tech level
AI-first development, 12 wks
From coder to architect, 12 wks
AI impact
- Planning and progress reports are being automated
- Resource planning receives AI support
- Focus shifts to connection and direction
- Process optimisation with AI becomes a new core skill
Learning path focus
- Using AI for smarter planning and reporting
- From operational to strategic project leadership
- Managing teams in a hybrid work environment
- Redesigning processes with AI
- Strengthening stakeholder management
Timeline
- 24 weeks total
- 2 programmes of 12 weeks
- Start: after diagnosis
- Dependent on PM level
AI-supported project leadership, 12 wks
From operational to strategic, 12 wks
AI impact
- Teams are structurally changing in composition and rhythm
- Leading AI adoption is a new competency
- Roles that no longer fit slow growth
- Human leadership becomes even more valuable
Learning path focus
- Leading change without resistance
- Coaching for growth as task packages shift
- Taking a strategic role alongside operational pressure
- Building a future-ready team
- Your own leadership style in an AI environment
Timeline
- 36 weeks total
- 3 programmes of 12 weeks
- Start: immediately, most urgent
- MT / senior management
Leading change, 12 wks
Coaching for growth, 12 wks
Building a future-ready team, 12 wks
In depth
The learning paths per role, fully worked out →
Thirteen roles, each with level steps, development goals and programme structure. Worked out for the agency world Altitude Academy comes from. The structure works the same in other sectors, only the roles differ.
05
What you'll get
Every step in the trajectory delivers a concrete result. No lengthy engagements without visible output, but tangible deliverables you can put to work straight away.
Phase 1, Diagnosis (week 1–3)
Diagnosis document
After two to three conversations with leadership and key players: a clear overview of what's going on, what is most urgent and which interventions will have the most impact.
Contains: problem statement · prioritisation · tailored advice · trajectory proposal
Tailored proposal
A concrete plan: which learning paths start for which role areas, which additional interventions are brought in, and what the planning and investment looks like.
Contains: learning path selection · planning · partners & roles · investment overview
Phase 2, Start & activation (week 4–6)
Kick-off & Altitude onboarding
One session with your leadership and your people together. Opening with a "glimpse of the future", concrete and confronting. Why now? What's at stake? That creates urgency. Directly followed by Altitude activation. Each participant completes a short assessment from which a personal learning path follows, is paired with a buddy, the dashboard is set up and your team leads get their own guidance rhythm.
Contains: market context · AI impact on roles · assessment & personal learning path · buddy pairings · team lead guidance rhythm · week 1 start
Phase 3, Ongoing trajectory (week 7 and beyond)
Management dashboard
Your team leads see weekly progress per employee. Based on real data: reflections, completed micro-learnings, buddy check-ins. With fixed check moments in weeks 4, 6 and 12: the system signals who is stuck, a guide decides what happens.
Basis for targeted 1:1 conversations and course corrections
Monthly check-in
Every 12 weeks a strategic conversation: what has it delivered, what are you noticing in practice, which programme follows next?
So the momentum stays alive and you always know where you stand
Additional interventions
Based on what emerges, the right partners are brought in. Each with their own specialism — together they cover what the trajectory demands.
Each intervention builds on what has already been started