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Organizations that grow with AI agents.

With AI agents on the team, roles, processes and decision paths change. Together with you we develop the right operating model and support your teams until it works day to day.

Find your bottleneck To the approach

Approach
Readiness, operating model, implementation
Outcome
Clear roles for people and AI agents

The problem

AI tools alone do not change an organization.

AI tools are introduced in isolation, without any change in who is responsible. Only once roles and decision paths are clear does AI actually change the work.

Starting point

  • AI pilots stay isolated and do not reach everyday work.
  • Digital initiatives stall in individual areas.
  • There are no clear roles for working with AI agents.
  • Teams barely use new tools.

Target state

  • Processes in which AI agents take over work.
  • Fixed approval points where people decide.
  • A clear division of work between people and AI agents.
  • Teams that develop the model further themselves.

Quick check

Where does your organization stand today?

  1. Stage 0

    Isolated AI pilots

    AI is tried out here and there, and little changes in how work runs. Responsibilities are unclear.

    Roles
    missing
    Processes
    missing
    Approvals
    missing

  2. Stage 1

    Defined roles

    There are roles for working with AI agents. What processes and approvals look like is still open.

    Roles
    established
    Processes
    in progress
    Approvals
    missing

  3. Stage 2

    Operating model in practice

    AI agents take over defined tasks, and people make the decisions. Roles, processes and approvals fit together in everyday work.

    Roles
    established
    Processes
    AI agent
    Approvals
    Human

Scope of services

Clear roles for people and AI agents.

Organization is the third value lever. Software that gets built faster only has an effect once roles, processes and approvals keep pace. This affects all of product development, from the business units to the development team.

Roles We define which tasks AI agents take on and what responsibility remains with your teams.
Processes We redesign how business units, development and AI agents work together.
Approvals We define the points at which people review and decide.
Legal questions We clarify with you which rules apply to using AI agents, for example on data protection and liability.
Enablement We prepare your teams to work with AI agents on their own.
Principle AI agents do the work. People decide.

Approach

Organizational development in three phases.

We develop your organization further and start where AI agents change the work the most. We set roles and approvals together with your teams.

  1. 01

    Readiness and target state

    We assess how ready your organization is for working with AI agents and design the target state of the operating model together.

    ADKAR readinessExample

    AwarenessDesireKnowledgeAbilityReinforcement

    LeadershipKnowledge

    SalesDesire

    ServiceAwareness

    Operationsopen

    3 of 4 areas ratedFor reviewLeadership

  2. 02

    Build the operating model

    Together with your teams we set up roles, processes and approvals and first test them in one area.

    Team topologyExample
    OrdersServicePortal Customer Enabling approves Special system Platform

    Approval stays with peopleFor reviewYour teams

  3. 03

    Implement and embed

    We transfer the model step by step to further areas and support your teams until they run it on their own.

    Change curveExample
    PilotRolloutOperations today guidedtogetheron their own Service Sales Operations

    Wave 2 of 3ApprovedYour teams

Results

What you have in hand at the end.

What you get

  • A target state for your operating model with guiding principles
  • An organizational model with new roles and a roadmap
  • Rules for people and AI agents with roles and approvals
  • A digital unit with its own operating model
  • Training for everyone involved

Cases

How we deliver.

Client projects in which we restructured organization, roles and processes.

All cases on Organization

FAQ

What clients ask us up front.

Answers to the questions we hear most often about this value lever.

Another question?

Write to us
01 What is an operating model for working with AI agents?

The operating model defines roles, processes and steering once AI agents work alongside your team. It sets out where AI agents take over work and where people decide. We first draft the target state and then build the model with your teams.

02 Why are AI tools alone not enough to change an organization?

The tools are usually in place, but roles, processes and steering are still missing. Work then continues as before, initiatives stall in individual areas and teams do not adopt the new tools. New systems only take effect once structures, culture and processes follow.

03 What results do we have after an Organization project?

You have a target state for the operating model that leadership backs, and clear roles for people and AI agents. Processes are designed so that AI works as a fixed part of them. Afterwards your teams can carry the change forward themselves.

04 What phases does an Organization project go through?

There are three phases. First we assess readiness and draft the target state. Then we build roles, processes and steering with your teams, and finally we introduce the operating model until it holds in everyday work.

05 Does Etribes place interim leaders such as a CTO, CDO or CMO?

Yes, through Connect by Etribes. The network of founders, decision-makers and alumni also provides interim roles when an organization needs leadership for a period. Which role you need and for how long, we clarify in a conversation.

06 How does Etribes itself work with AI agents?

We work the way the operating model describes. Etribes OS and the Software Factory run in our own projects.

Next step

Let’s talk about your teams.

Together we clarify where AI agents can take on the most work in your organization and which roles that means redistributing.

Schedule a conversation

Katharina Reiter Partner / Director Consulting Tribes