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AI vision and principles
Template id: ai-vision-and-principles Responsible skill: ai-strategy:ai-vision
One page the leadership team agrees and every manager can explain. It records how ambitious the organisation intends to be with AI, why, what work will look like, and the stances it will hold. Measurable outcomes, decision-rule principles and the "where AI is not appropriate" list follow in ai-strategy:strategic-outcomes. Anything not yet agreed stays marked [To confirm: ...].
1. Purpose link
| Field | Value |
|---|---|
| Organisation purpose or mission, in one sentence | [To confirm: purpose] |
| Current strategic priorities AI could help with | [To confirm: two to four priorities from the business strategy] |
| Maturity archetype and assessment date | [To confirm: archetype and date, or "assessment not yet run"] |
2. Ambition level
| Field | Value |
|---|---|
| Chosen level (foundational, augmented or transformed) | [To confirm: level] |
| Why this level, given maturity and investment | [To confirm: reasoning] |
| What would have to be true to move up a level | [To confirm: conditions] |
| Investment leaders are prepared to commit, in outline | [To confirm: outline, detailed in the investment case] |
3. Vision statement
No more than two sentences. Describe a change in how work or service happens, not a product.
[To confirm: vision statement]
Fictional example, for illustration only: "Our people spend their time on judgement and care, with AI handling the searching, drafting and summarising, so the people we serve get faster, better-informed answers."
4. Narrative of change
Half a page on how work will feel different in two to three years.
| Perspective | What changes |
|---|---|
| A typical working day for staff | [To confirm: narrative] |
| A customer, citizen or service-user interaction | [To confirm: narrative] |
| A manager's role | [To confirm: narrative] |
| Roles expected to change most, as agreed with HR | [To confirm: roles and how, or "none identified"] |
5. Guiding principles
No more than six. Each is a stance the organisation will hold under pressure.
| Principle | What it means in practice | Who it reassures |
|---|---|---|
| [To confirm: principle 1, for example on accountability] | [To confirm: practical meaning] | [To confirm: staff, customers, regulators] |
| [To confirm: principle 2, for example on transparency] | [To confirm: practical meaning] | [To confirm: audience] |
| [To confirm: principle 3, for example on data] | [To confirm: practical meaning] | [To confirm: audience] |
| [To confirm: principle 4, for example on people and skills] | [To confirm: practical meaning] | [To confirm: audience] |
| [To confirm: principle 5, for example on experimentation and risk] | [To confirm: practical meaning] | [To confirm: audience] |
6. Commitments to staff
| Commitment | Value |
|---|---|
| What leaders commit to on learning and support | [To confirm: commitment] |
| How staff can raise concerns about AI | [To confirm: route] |
| Wording on roles and jobs, reviewed by HR | [To confirm: wording and HR review date] |
7. Testing and approval
| Field | Value |
|---|---|
| Staff groups who tested the draft (by role or group) | [To confirm: groups] |
| What changed after testing | [To confirm: changes] |
| Data protection officer and HR review | [To confirm: dates and comments] |
| Owner (normally the executive sponsor, by role) | [To confirm: role] |
| Approved by and date | [To confirm: approving body and date] |
| Publication route and manager briefing date | [To confirm: route and date] |
| Next review date | [To confirm: date, normally with ai-strategy:strategy-refresh] |
Credit: Template from CopilotForge by Simon Foote (https://github.com/SimonFoote-greensparx/CopilotForge), licensed under CC BY 4.0. Keep this credit when you share or adapt the template; in your own completed document you may keep it as a footer or remove it.