The Flagship Program
Jolt — the AI
culture transformation
You can't stop the singularity — but you can outsource the jump-start. Jolt is the done-with-you program that wakes a sleeping company and hands it a real head start: from flat-footed to leading your industry.
For companies · Remote or on site · Anywhere in the world
Most consultants leave a dependency.
Grant leaves leaders.
You have seen the other version of this. A consultant arrives, there is a splash and a slide deck, an invoice follows, and six months later the change left when they did. Jolt is built the opposite way — like a harbor pilot who comes aboard to steer you through the passage and has no intention of keeping the wheel.
The Problem
The bottleneck was never the software
Every leader who has tried this already knows the hard part. You can buy the best tools on earth, put them in front of your people, and watch almost nothing happen.
Licenses and a memo. Seats get bought, an announcement goes out, a handful of enthusiasts poke at it, and the rest of the company quietly carries on exactly as before.
Nobody made them care. Adoption is not an access problem. It is a motivation problem wearing an access problem's clothes.
A jolt, then a habit. One event that makes the whole workforce want it, followed by enough structure that the wanting survives contact with a normal Tuesday.
How It Works
Three ingredients, one handoff
Every Jolt runs the same shape regardless of length. What changes with the tier is how long the habits get to set before Grant steps back.
Kickoff
A one-to-five-day seminar or webinar that lights the fire — and gets every person their first working AI agent before they leave the room.
Leadership calls
Daily at first, tapering as the new habits lock in. Culture changes from the top, one morning at a time — and leadership going first is not optional.
Company-wide webinars
Weekly or monthly, carrying the entire workforce and keeping everyone abreast of where the action actually is that month.
Homegrown leaders
The standouts reveal themselves — often the people you'd least expect. Grant and your board groom them to take the reins. As they phase up, he phases down.
Fit
Who this is for — and who it isn't
Leadership is willing to go first and be seen learning in public. There is a real business reason to move now. Somebody at the top has decided this matters and will hold the line when the novelty wears off in week three.
The executive team wants the workforce transformed without attending anything themselves. Jolt will not work, and Grant will tell you so before taking your money rather than after.
Then start with a single day or a company-wide webinar and see what it does to your people. Plenty of Jolts begin as a one-day engagement that went better than anyone expected.
Pricing
Four tiers, one program
Every tier includes the kickoff, the leadership calls, and the company-wide webinars — led personally by Grant. Travel billed separately.
- Term 1 month
- Total $12,500
- Term 3 months
- Total $22,500
- Term 6 months
- Total $36,000
- Term 12 months
- Total $60,000
Straight Answers
Questions people actually ask
How much of this is actually Grant, and how much is a junior consultant?
All of it is Grant. He runs the kickoff, he is on the leadership calls, and he runs the company-wide webinars himself. There is no bench, no associate, no one you have not met. That is also the honest reason he takes a small number of companies at a time.
What happens when the engagement ends? Do we go back to how we were?
That is the failure mode Jolt is built to avoid. From the first month, Grant and your leadership are watching for the people who take to this fastest — and they are frequently not the people you would guess. Those people get developed deliberately and handed the reins. As they phase up, Grant phases down. What is left behind is your own people leading your own AI culture, not a dependency on a consultant.
Do our people need to be technical?
No, and that is close to the whole point. Conducting intelligence is a language skill, not an engineering skill — the ability to ask a good question. Some of the biggest jumps come from people in operations, sales and admin who never wrote a line of code and never will.
How much time does this take out of the working week?
The kickoff is one to five days. After that, leadership calls are short and daily at the start — think a stand-up, not a workshop — and taper as the habits lock in. Company-wide webinars run weekly or monthly. The intent is to change how existing work gets done, not to add a second job on top of it.
Can you do this remotely, or do you have to be on site?
Both work. The kickoff lands harder in person and Grant would rather be in the room, but the full program has been designed to run remotely end to end when travel does not make sense. Travel is billed separately when it does.
What size company is this for?
It has run for teams of a dozen and for organizations in the hundreds. The constraint is not headcount — it is whether leadership is actually willing to go first. If the executive team will not be on the calls, the culture will not move, and Grant will tell you that before he takes the engagement.
Start with a conversation, not a contract
Thirty minutes is enough to work out whether Jolt is the right shape for your company — or whether a single day would serve you better. Grant will tell you honestly which one he thinks it is.