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Execution · Plan

Workforce impact and automation exposure

Decomposes a role into tasks, rates each against what a machine still cannot do, and decides role by role: unchanged, redesigned, redeployed, or gone.

The printable canvas and the handoff into Claude Code are part of a paid plan. See what a plan includes. It needs the Claude desktop app on this machine, and your team and the prompt library already installed in that project — we cannot see your disk, so open it there.

Stage
04 Plan
Works at
All levels
Maturity
Established SME → Large organisation
Time
One to two weeks

What it is

A structural design tool, not a communication one — a distinction the method insists on, because the decisions made here determine what is later communicated rather than the reverse. Each affected role is broken into its component tasks, each task is rated against what current AI genuinely can and cannot do, and a structural decision is made role by role.

Task decomposition
A role broken into its component tasks rather than assessed as a whole. A job title can be highly exposed in some tasks and untouched in others, and the job title is the wrong unit of analysis.
Perception and manipulation bottleneck
Tasks needing dexterous, real-world physical manipulation in unstructured settings. Narrowing as computer vision and robotics advance, but still a genuine limit.
Creative intelligence bottleneck
Genuinely novel idea generation and creative problem-solving. AI can imitate creative output convincingly; whether it originates it is a live and contested question, which is why this rating needs judgement rather than a formula.
Social intelligence bottleneck
Negotiation, persuasion, care and the reading of another person's state — tasks where the human relationship is the point, not an obstacle to efficiency.
The structural decision
Unchanged, redesigned around the tasks a machine now handles, redeployed to a role where human tasks dominate, or the role no longer exists. Made and approved before any communication starts.
Sign-off
Approved by HR leadership, the relevant function heads and the transformation director before any communication to affected teams. Treated as a live document, versioned as the programme progresses.
The mistake people makeAssessing a job title as a whole rather than decomposing it into tasks, which produces an all-or-nothing verdict on a role that is usually only partly exposed — and skipping straight to a communication plan before the structural decision is actually made.
What it’s forAI or automation is materially changing what a role or a set of roles requires, and the structural decisions need to be made before anyone is told anything.
What it’s not forThe change is a communication exercise rather than a structural one — a role is not actually changing and this would be ceremony over a decision already made.

How you run it

  1. Decompose each role into its component tasksNot the job title — the actual tasks that fill the working week. This is the unit the rest of the analysis works on.
  2. Rate each task against the current bottlenecksPerception and manipulation, creative intelligence, social intelligence. Be honest about how fast the bottleneck is narrowing, not just where it sits today.
  3. Convene HR leadership and the relevant function headsNot the transformation team alone. The people who own the roles need to be in the room for the structural decision to hold.
  4. Decide the structural outcome per roleUnchanged, redesigned, redeployed, or gone — a specific decision for every role in scope, not a general statement about the function.
  5. Get steering group sign-off before any communicationThe decisions determine what is communicated, not the other way round. Communicating before sign-off risks announcing something the steering group has not actually agreed.

The prompt

Two ways to run it

Run this tool in your own Claude

The short prompt starts your partner against the library on your disk. The long one carries everything with it and needs nothing installed.

🔒 Prompt locked

Everything above is free — what this tool is, what it is for, what it is not for, and how to run it as a workshop. Three tool prompts a month are free with an account; beyond three, and for the printable canvas, it is the paid part.

See plans — from £19 a month

Your playbook

It lands in the earliest stage this tool suits. Move it on the Playbook page.

You’ll need

  • The specific roles in scope, described by task rather than by job title
  • An honest, current read of what AI or automation can and cannot do for each task
  • HR leadership and the relevant function heads in the room, not just the transformation team

You’ll end up with

  • Every role decomposed into its component tasks
  • Each task rated against the current automation bottlenecks
  • A structural decision per role, made before any communication begins

Runs well with

AI risk classification and governanceAlliance and partnership designAssumption logBackcasting