Full programme description

Why you?

Staying relevant in the age of AI

Tuesday 17 November 2026 · One full day, until 17:00 · Brussels · In English · Maximum 20 participants
Founding Brussels Edition · €657 + VAT (€795 incl.)

A personalised development programme for experienced managers, specialists and leaders who want to strengthen their advantage as AI changes work.

1. 01Why this programme exists
2. 02What this programme is not
3. 03The central question
4. 04The four areas
5. 05How the programme works
6. 06Why this design
7. 07Who leads it
8. 08Who this is for
9. 09What your place includes
10. 10Practical details
11. 11What will actually be different

01

Why this programme exists

For most of the last thirty years, the route to being valuable at work was clear. Know more. Qualify further. Become the person with the answers.

That route is quietly closing — not because expertise has stopped mattering, but because access to expertise has stopped being rare. Analysis that took days takes minutes. A competent first draft appears in seconds. Work that once required fifteen years of accumulated judgment can now be approximated by someone with five.

AI doesn't have to take your job to change your value.

Organisations already need fewer people doing certain kinds of work. Expectations of managers are shifting. A colleague with similar expertise combines it with stronger judgment, emotional intelligence or influence. And slowly — without one dramatic moment — what once made you highly valuable stops being enough.

Not because your experience becomes irrelevant.

Because experience alone no longer differentiates you in the way it once did.

The worst moment to discover that is when someone else is already deciding: who gets the opportunity, who gets the bigger responsibility, who do we invest in, who do we keep.

This programme is designed to be done before that moment, not after it.

02

What this programme is not

• It is not AI training. No prompts, no tools, no automation. You should learn those things — but another tool will launch and another model will improve, and keeping up with what technology can do cannot be an entire career strategy.
• It is not a conference about the future of work. No predictions about which jobs disappear. Nobody can reliably give you those.
• It is not a list of twenty competencies to improve. You have seen that list. It changed nothing.
• It is not a day of motivational content. You will be working, and parts of it are uncomfortable.

03

The central question

This sits at the heart of the programme, and it has a personal answer rather than a general one.

AI is becoming extraordinarily good at analysing information, generating content, finding patterns and producing answers.

But work — especially senior work — isn't only cognitive. It involves people. Uncertainty. Resistance. Competing interests. Difficult conversations. Judgment calls. Emotions. Trust. Change.

A leader doesn't create value simply by having the answer. They need to read the room. Recognise what isn't being said. Regulate themselves under pressure. Build trust. Navigate conflict. Challenge an apparently convincing answer. Make a call without perfect certainty. Help people move when the old way no longer works.

The more technologically advanced work becomes, the more valuable genuinely human capability becomes.

04

The four areas

The programme works with four areas of human capability. Your diagnostic maps you across all four; the day concentrates on the one or two where development would make the greatest difference to you specifically.

Think

This isn't about knowing more. It's about knowing what to question, what matters, what may be missing — and what to do when there is no obvious answer.

When a recommendation is analytically sound and contextually wrong, someone has to notice. When the data supports a decision but something feels off, someone has to be able to say why, and to do it before the meeting rather than after it.

Feel

Knowing what you should do is very different from being able to do it when you're challenged, uncertain, frustrated or under pressure.

Imagine communicating a decision your team doesn't like. One person becomes defensive. Another goes silent. Someone challenges you publicly. You aren't entirely certain about the decision yourself. And everyone is watching how you respond.

The quality of the information isn't the issue there.

Technological disruption doesn't remove situations like these. It creates more of them.

Connect

AI can help you prepare the message. It cannot remove the human reality that follows: someone disagrees, becomes defensive, loses trust, fears the change, or simply doesn't want to follow.

Influence without authority is the single most cited reason one capable person is chosen over another — and the hardest to fake, because it leaves evidence or it doesn't.

Adapt

This isn't simply about being "open to change." It's being able to recognise: this isn't working anymore, I need to change how I operate — and then actually doing it, at a speed that matters.

Being excellent at something for fifteen years doesn't only give you a skill. It gives you an identity. When the environment starts making the skill cheaper, most people defend the identity instead of adapting, usually without noticing they're doing it.

I'm the expert here. That's not my job. This has always worked. I've been doing this twenty years.

05

How the programme works

This is not simply a one-day training. It is a personalised development process, with an intensive live Lab at its centre and implementation afterwards.

1. 01

   Before — find out where you stand

   You complete your Professional Value Diagnostic™ online before the Lab.

   Not to give you another personality profile. Not to tell you that you're "73% adaptable." And not to produce another generic list of things you should theoretically improve.

   It answers:

   • Where are you relying too heavily on expertise that may become easier to replicate?
   • Which human capabilities need strengthening?
   • Which patterns or behaviours may be limiting your effectiveness without you recognising them?
   • Where could a gap affect your future opportunities?
   • Where should you focus your development first?

   The diagnostic isn't a warm-up exercise. It determines where your development begins — which is why it has to be completed by Tuesday 10 November, so your profile is analysed and ready.

2. 02

   Identify — find your development priority

   Pinpoint the behaviours and capabilities where development could make the greatest difference to your effectiveness and future value.

   The move here is from broad concept to specific behaviour:

   Instead of	It becomes
   "I need to improve my emotional intelligence."	"When I'm challenged, I become defensive and stop listening."
   "I need to be more influential."	"I rely too heavily on expertise to convince people who aren't already persuaded."
   "I need to become more adaptable."	"I keep defending this way of working because I've been successful with it before — even when the situation has changed."
   "I need better critical thinking."	"I accept a plausible answer too quickly instead of asking what may be missing."

   The left column is a competency. The right column is something you can practise on Thursday.

3. 03

   Put it under pressure — the Stress Test

   Through challenging situations drawn from real work, you test what happens when uncertainty, difficult decisions, emotion, resistance, influence and change enter the picture.

   This is where what you believe about yourself meets how you actually operate.

   The questions used here are deliberately evidence-based rather than confidence-based:

   When did someone who disagreed with you change their decision because of you?

   What have you changed about how you work in the last twelve months, because the old way stopped working?

   When did you last name a problem before anyone asked you to solve it?

   Most people can answer at least one of these well. Very few can answer all three. The gap is the diagnosis.

4. 04

   Practise & apply

   Experiment with different ways of thinking, responding, communicating, deciding and adapting — and connect that practice directly to situations you're facing in your own work.

   Not case studies about other people's companies. The meeting you're dreading. The person you can't move. The decision you keep deferring.

5. 05

   Turn it into action

   Build your development map and your individual 90-day plan.

   You decide what you'll practise, where you'll practise it, and what you'll do differently. The plan turns development priorities into concrete actions you can start using the following week.

   Not "improve adaptability." Something closer to: "Before every important recommendation I take into a meeting, I will name one assumption, one missing piece of context, and one reason I could be wrong."

6. 06

   30 days later — what actually changed?

   You return for an online check-in.

   What did you try? What changed? What got in the way? What needs adjusting? What comes next?

Identify → Test → Practise → Apply → Implement

06

Why this design

Most development programmes decide what you need before they've even met you. Everyone hears the same content. Everyone does the same exercises. Everyone leaves with roughly the same recommendations.

Here, your diagnostic profile is the starting point of your work. During the Lab you don't listen to someone explain emotional intelligence, adaptability, judgment or influence. You examine your own behaviour, test it, challenge it, practise, apply it to your professional reality — and decide what you need to start doing differently.

Twenty professionals may enter the same Lab.
They should not leave with the same development priorities.

One day alone won't change years of behaviour. That's why the programme doesn't end at 17:00. The Lab creates the focus, challenge and practice. The 90-day plan takes it into your actual work. The check-in examines what happened when you tried.

The Lab starts the work.
Your implementation makes it valuable.

07

Who leads it

Two questions. Two complementary areas of expertise.

One lens examines what makes professionals valuable at work.
The other helps turn development into behaviour.

We don't just tell you what you'll need. We help you start building it.

08

Who this is for

You do not need technical AI knowledge, and you do not need to work in technology.

09

What your place includes

The cohort is deliberately limited because the programme is built around individual profiles, practice and feedback — not anonymous conference-style learning.

10

Practical details

Investment

If you change your mind

Cancel up to 14 days before the Lab and you get a full refund, no questions asked. After that, you can transfer your place to a colleague or move it to the next edition.

And if your diagnostic tells you this isn't where your development should start, tell us before the Lab and we'll refund you in full.

Employer funding

An invoice with full VAT details is issued on registration, so it can go straight to your training or L&D budget. We can also provide a ready-to-send reimbursement request explaining the programme, its business relevance and expected outcomes.

Write to kasia.biernacka@intuipro-advisory.com.

In-company

The programme also runs inside organisations, for a single team or a cohort of managers. The structure differs — the diagnostic, practice and implementation stay; the cases and the group composition change.

Enquiries to the same address.

What arrives, and when

1. First

   Confirmation that your place is held.

2. Then

   Your invoice, with full VAT details, payable by bank transfer.

3. Then

   Your diagnostic link, to be completed by Tuesday 10 November.

4. 1 week before

   Joining details: venue, start time, the agenda and everything practical.

5. After

   A certificate of participation, once you've completed the programme including the 30-day check-in.

11

What will actually be different

You won't leave "future-ready." Nobody can credibly promise that, and you'd be right not to believe anyone who did.

What you can leave with is much more concrete — and it won't be the same as the person sitting next to you.

That's rather the point.

The 17th doesn't work for you?

Join the waiting list and tell us what would. We run this in two formats:

No cost and no commitment. You'll hear from us when a date and format that match what you asked for opens, before it goes public.