Accorda Advisory.

The methodology

AI That Sticks™

Tools do not create transformation. Adoption systems do.

What is AI That Sticks™?

AI That Sticks™ is Accorda Advisory’s people-first methodology for organizational AI adoption, created by Lesley Bodine. It maps twelve domains of adoption across the four PACE pillars, scores them, develops the leadership capability required to move them, then re-scores the same instrument so movement appears in the company’s own numbers.

Why is it called AI That Sticks™?

Because most of them do not.

The tool goes in. The training happens. Everyone nods. A few months later the work is going out exactly the way it went out before, and the person who paid for it is wondering whether they bought the wrong thing.

Sticking is the outcome being bought, and it is the thing almost nobody measures. The name is the promise. The re-score is how it is kept.

Implementation has a deadline.
Adoption has a PACE.

What is inside the methodology?

Seven linked parts. You do not have to start at the top. A company can enter at whichever point matches where it actually is, and the rest evolves around that. Somebody who already knows their constraint starts at a domain assessment. Somebody who does not starts at the Snapshot.

How AI That Sticks fits together, and where you can start AI That Sticks is the methodology. PACE is its framework of four pillars. Twelve domains sit three per pillar. Nine assessments exist at domain level. Three instruments score: the AI Adoption Gap Snapshot, the Accorda Leadership Index and the AI Adoption Gap Diagnostic. Development follows as a workshop plus one to one work, and the same instrument is re-scored afterwards. A company can enter at any point in this order rather than starting at the top. ENTER AT ANY POINT 01 AI That Sticks™ the methodology 02 PACE four pillars 03 Twelve domains three per pillar 04 Nine assessments at domain level 05 Three instruments Snapshot, Index, Diagnostic 06 Development workshop and one to one 07 Re-score movement, in your numbers
  • The methodology is the whole approach, and the argument underneath it is that adoption is a human problem wearing a technology problem’s clothes.
  • The framework is PACE: People, Adaptive Culture, Capability, Evidence. It is how the methodology gets measured rather than asserted.
  • The domains are twelve specific places adoption is known to break, three under each pillar. What an owner says when each one is under strain.
  • The domain assessments are nine, sitting under the twelve domains. They are how a company works one area rather than buying a transformation programme.
  • The instruments are three. The AI Adoption Gap Snapshot™ is free and takes five minutes. The Accorda Leadership Index scores the executives and managers. The AI Adoption Gap Diagnostic™ scores the organization across all twelve domains.
  • The development is a workshop plus one-to-one work, aimed at moving a group from resistance to activation rather than delivering content.
  • The re-score is the same instrument run again months later. It is the step almost nobody does, and the only one that can tell you whether the first five worked.

What makes an adoption stick rather than revert?

Three things, in this order.

  1. 01The belief gets reframed, not overruledPeople do not sustainably sacrifice their values. Once someone can see the value survives the new behavior, they choose the change themselves.
  2. 02The reward system is changed to matchWhat gets someone promoted on Friday beats what was announced on Monday. Until that is fixed, the organization is behaving rationally by ignoring you.
  3. 03The same instrument is re-runWithout a second measurement you are holding a good day and a set of intentions. Why the fourth step is the one that matters.
Book an AI adoption assessment call Take the 5-minute Snapshot

What AI That Sticks™ is not

  • Not software selection or implementation. By the time this is useful the technology usually works fine.
  • Not a training curriculum. Training adds information to a system that was never information-limited. Your people already know what they are supposed to do.
  • Not executive coaching. A coach works on one person. This works on what a team is collectively protecting.
  • Not change management. Change management runs a plan and reports whether the plan was completed. Neither it nor coaching goes looking for what is being protected, because neither was built to. The longer version of that argument.