--- id: skills-adoption title: Skills adoption description: Workflow-led coaching, client choice, feedback, manual path. hide_table_of_contents: true --- import ArchifyDiagram from '@site/src/components/ArchifyDiagram';
**TO-BE · Target operating model — not installed controls or company results.** ## When should a pilot become a team workflow? Expand only when a bounded canary produces independently accepted work and useful feedback. Teach people to verify artifacts and recover without AI, not merely invoke a skill. - **Team-led:** the departmental owner defines the outcome; People & Administration Squad supports learning. - **Choice within support:** qualify the client path instead of promising identical agent behavior. - **No adoption quotas:** retain a manual path; rejected suggestions and non-use are feedback, not poor performance.
Onboarding responsibilities, coaching and feedback safeguards **TO-BE · Target operating model.** Introduction depends on the [roadmap gates](./roadmap.mdx); these pages do not describe installed controls or measured company results. Start with a small set of useful workflows chosen by the existing teams. Product Management and the departmental owner identify the outcome; Data & AI helps turn it into a skill; Quality Engineering establishes acceptance; Platform & IT qualifies the client path; Architecture & Security clears the data boundary. People & Administration Squad coordinates learning and accessible feedback. Onboarding should teach people to select the right skill, inspect the actual artifact, recognize untrusted instructions, use the exception and incident routes and recover without AI. A practice task ends with verified work and an explanation of limits, not just a logged invocation. Demonstrate the same portable skill on the supported local clients without promising identical agent behavior. Use short worked examples, peer pairing, office hours and a clear catalog search path. Gather reasons for non-use and rejected suggestions without penalizing them. Preserve a manual path. Training feedback improves the skill only through review, not automatic self-modification of the approved catalog. Departmental workflow outcomes matter more than uniform uptake. No developer rankings, individual productivity scores, minimum invocation quotas or inference of effort from token counts are part of this strategy. Report cohort-level evidence with privacy protection and balanced quality, flow, risk and cost. A participant may reasonably stop using a skill that creates more work or uncertainty.
**Next:** [Measure accepted outcomes, not activity →](./measurement.mdx)