Deck Outline
Contents
- How to Read This Document
- Slides 1–7
- Slides 8–24 (17 slides)
- TRANSITION: DEFINE → DISCOVER
- Slides 26–42 (17 slides)
- TRANSITION: DISCOVER → DESIGN
- Slides 44–68 (25 slides)
- TRANSITION: DESIGN → DEVELOP
- Slides 70–82 (13 slides)
- TRANSITION: DEVELOP → DEMONSTRATE
- Slides 84–94 (11 slides)
- Slides 95–100 (6 slides)
Leading Through AI™ — Slide-by-Slide Deck Outline
Purpose: Storyboard/skeleton for the entire course deck. Drives video production, facilitator delivery, and app build. For: Tim (scripts), Drew (app integration points), Maria (motion graphics estimation) Date: March 3, 2026 Total slides: 92
How to Read This Document
| Field | Description |
|---|---|
| Slide # | Sequential number |
| Title | Working title for the slide |
| Visual | What's on screen — diagram, framework graphic, exercise prompt, data point, quote, animation, etc. |
| Teaching Beat | The ONE idea this slide lands. 1-2 sentences max. |
| Mode | TEACH / EXERCISE / TRANSITION / ARTIFACT / DATA |
| Duration | Rough time (seconds or minutes) |
| Modality Notes | Differences between on-demand (video) and facilitated (workshop). Only included when there IS a difference. |
App Integration Key: Slides marked 🖥️ require app interaction (AI Thinking Partner, input fields, artifact display). Drew — these are your build points.
PRE-MODULE: WELCOME & ORIENTATION (V0 — ~3 min)
Slides 1–7
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 1 | Title Card | Course logo: "Leading Through AI™" with subtitle "Define. Discover. Design. Develop. Demonstrate." Clean, bold typography on dark background. LeaderFactor logo bottom-right. | This is the course. Set the tone — premium, serious, not a webinar. | TRANSITION | 10s |
| 2 | The Problem We're Solving | Three data points animating in sequence: "$1.5T — Annual global AI spend" → "42% — Initiatives abandoned before production" → "1% — Leaders who report reaching AI maturity." Each number large, centered, with a subtle red/amber/red color coding. | Organizations are spending massively on AI and failing massively at adoption. The bottleneck isn't technology. It's leadership. | DATA | 30s |
| 3 | What This Course Is NOT | Split screen. Left side (crossed out, faded): icons for ChatGPT, tools, prompts, "AI 101" — labeled "NOT this." Right side (highlighted, vibrant): silhouette of a leader with team, labeled "A leadership course for a world where machines can think." | This is not an AI tools course. Tools change every quarter. The 5D Model doesn't. | TEACH | 30s |
| 4 | What You'll Walk Out With | Five artifact icons arranged vertically, each labeled: Partnership Audit → Possibility Map → Partnership Map → Readiness Diagnostic → 90-Day Plan. A progress bar runs alongside them. Subtitle: "Five deliverables. Built on YOUR work. Ready to execute Monday." | You'll leave with a playbook — not inspiration, equipment. Five tangible artifacts built on your real responsibilities. | TEACH | 30s |
| 5 | The 5D Model — First Look | The 5D Model in its simplest form: five ascending steps left to right — DEFINE → DISCOVER → DESIGN → DEVELOP → DEMONSTRATE. Below each: "Where are we?" / "What's possible?" / "How does work change?" / "Who needs to grow?" / "How do we prove it?" A return arrow curves from DEMONSTRATE back to DEFINE. All five steps in neutral/outline state (none highlighted yet). | Five steps. Sequential. Each builds on the last. And because AI keeps evolving, you cycle back. This is your operating system. | TEACH | 30s |
| 6 | Your AI Thinking Partner 🖥️ | Split visual: Left shows a teaching slide (camera icon = Tim on video). Right shows a chat interface mockup (AI Thinking Partner). An arrow from "Video teaches" points to "AI coaches." Below: "Same framework. Two partners. Videos deliver the ideas. AI helps you apply them." | Videos teach concepts. The AI Thinking Partner coaches you through exercises — personalized to your role, your team, your context. The medium IS the message. | TEACH | 30s |
| 7 | Let's Begin | Simple transition card. The 5D Model reappears — DEFINE is now highlighted/lit up in the brand's primary color. The other four remain in outline. Text: "Module 1: DEFINE — Where are we now?" | We start with the hardest question: where are you, really? And did you choose to be there? | TRANSITION | 10s |
Modality Notes for V0: - On-demand: This is Video V0. Tim on camera, direct address. Slides 2–6 appear as graphics behind/beside him. - Facilitated: Facilitator delivers live. Slide 6 includes a brief live demo of the AI Thinking Partner interface if participants haven't done pre-work.
MODULE 1: DEFINE (~8 min teaching, V1)
"Where Are We Now — and Did We Choose to Be Here?" Energy Arc: Reflective → Revelatory
Slides 8–24 (17 slides)
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 8 | Module 1 Title: DEFINE | Full-screen "01 DEFINE" with the question beneath: "Where are we now — and did we choose to be here?" The 5D Model appears small in the top corner with DEFINE highlighted. Background: dark, contemplative. | This module is about confronting reality. Not where you think you are — where you actually are. | TRANSITION | 10s |
| 9 | The Great Distillation — Setup | A visual metaphor: a distillation apparatus (like a whiskey still or chemistry setup). Raw, complex input going in the top — information, reports, meetings, emails, status updates. Simple, clear essence coming out the bottom — labeled "Leadership." | AI is doing something no technology has ever done: it's automating cognition — the thing leaders were told IS their job. | TEACH | 45s |
| 10 | The Great Distillation — The Claim | Quote card, large typography: "AI is the great distiller. It strips away everything that was never truly leadership — and reveals what is." Below, smaller: the four essences — "Creating meaning. Exercising judgment. Building trust. Designing how human effort creates value." | The noise is not the job. It never was. AI strips the noise and reveals the essence: meaning, judgment, trust, and design. | TEACH | 45s |
| 11 | Why AI Is Different | Timeline visualization showing four technology waves, each with what it automated: Assembly Line → "Hands" / Internet → "Distance" / Spreadsheet → "Arithmetic" / AI → "Thinking" (this last one in bold, larger, with a different color). The word "Thinking" pulses or glows. | Every prior technology automated something peripheral to leadership. AI automates cognition — the thing leaders thought WAS the job. That's not a skills gap. It's an identity reckoning. | TEACH | 45s |
| 12 | Cognitive Automation | The term "COGNITIVE AUTOMATION" displayed large with a clean definition below: "The automation of thinking — analysis, synthesis, pattern recognition, prediction, generation. The first technology to challenge the leader's core claim: 'But I still think.'" | Cognitive Automation is what makes this wave categorically different. You can't lead through it the way you led through the internet or mobile. | TEACH | 30s |
| 13 | The Participant Transformation | Before/After table animated in sequence. Left column "Before" (faded): "AI is a threat to my relevance" / "I need to learn AI tools" / "AI is a technology problem for IT." Right column "After" (vibrant): "AI clarifies my relevance" / "I need to lead the partnership" / "AI is a leadership problem for me." | The shift: from threat to liberation. From tool-learning to partnership-leading. From IT's problem to YOUR problem. | TEACH | 30s |
| 14 | The Three Zones Framework — Overview | Three-column diagram, clean and bold. Left column: OWN (solid border, human icon) — "You hold this." Center column: AUGMENT (split border, human+AI icons) — "You drive, AI enhances." Right column: AUTOMATE (dashed border, AI icon) — "AI handles, you oversee." The center column is visually the widest — it's the contested middle. | Every responsibility in your role falls into one of three zones. The Augment zone is the widest — and the hardest. That's where real leadership decisions live. | TEACH | 45s |
| 15 | OWN Zone — Deep Dive | The OWN column expanded. Four icons with labels: Judgment calls / Trust-dependent work / Meaning-making / Creativity requiring human presence. Example beneath: "Coaching a struggling direct report through a career crisis." Color: solid, warm (gold or deep blue). | OWN is what only you can do. Not because AI can't attempt it — because the value requires your humanity. Judgment, trust, meaning, presence. | TEACH | 30s |
| 16 | AUGMENT Zone — Deep Dive | The AUGMENT column expanded. A spectrum bar runs across it: left end = "You drive, AI informs" → middle = "You decide, AI drafts" → right end = "AI drafts, you refine." Example beneath: "AI surfaces trends in your data; you decide what they mean and what to do." Color: gradient, dynamic. | Augment is a spectrum, not a single mode. Sometimes AI whispers in your ear. Sometimes it writes the first draft. You always hold the judgment. | TEACH | 30s |
| 17 | AUTOMATE Zone — Deep Dive | The AUTOMATE column expanded. Key characteristics listed: Pattern-based / Speed-critical / Scale-dependent / Human-designed system, AI-executed. Example beneath: "AI routes customer tickets by category and urgency — you designed the rules, AI runs them." Color: cool, efficient (steel blue or silver). | Automate doesn't mean abandoned. You designed the system. AI runs it. You oversee it. The leadership is in the design, not the execution. | TEACH | 30s |
| 18 | The Inherited Ratio | A pie chart or bar showing a typical leader's week: ~15% OWN, ~45% AUGMENT, ~40% AUTOMATE-eligible. The kicker text below: "This ratio wasn't chosen. It was inherited. Your role was designed before AI existed." | Most leaders have never examined their own ratio. It evolved by default, not by design. Module 1 is about seeing it clearly for the first time. | TEACH | 30s |
| 19 | Bridge to Exercise: The Mirror | Text: "Most leaders haven't looked at their own week through this lens. Let's change that." Below: a simple mirror icon. The energy shifts — from teaching to doing. | You've learned the framework. Now apply it. To your role. Your responsibilities. Your week. | TRANSITION | 15s |
| 20 | ALI Results Reveal 🖥️ | Aggregate radar chart displayed on the shared/main screen. Five axes labeled: Current-State Clarity / Possibility Awareness / Work Architecture / Team Readiness / Value Demonstration. Individual results appear on each participant's device. A prediction prompt appears first: "Before we look — what do you think your biggest gap is?" | Before we show you the data, trust your gut. Then see how it compares. The gap between belief and behavior is where the work lives. | EXERCISE | 3 min |
| 21 | Worked Example: VP of Marketing Partnership Audit | A completed Partnership Audit table for a fictional VP of Marketing. Five rows visible: "Setting quarterly strategy → OWN" / "Reviewing campaign performance → AUGMENT" / "Writing weekly status updates → AUTOMATE" / "Coaching direct reports → OWN" / "Approving vendor contracts <$10K → AUTOMATE." Each row has a "Why" column with a one-line rationale. Header: "This is what a completed audit looks like." | Before you do your own, see what done looks like. Notice: there's no right answer. The "why" column is what matters — your reasoning, not the label. | TEACH | 45s |
| 22 | Exercise: The Partnership Audit 🖥️ | Exercise prompt screen with four steps visible: Step 1 — "List your 10 core responsibilities" (3 min) / Step 2 — "Classify each: Own, Augment, or Automate" (3 min) / Step 3 — "Look at the ratio" (2 min) / Step 4 — "Discuss/Debrief" (8 min). Timer visible. AI Thinking Partner chat available on participant devices. | List. Classify. Reveal. Discuss. The audit is your honest inventory — what you actually do, mapped against what only you should do. | EXERCISE | 20 min |
| 23 | The Reframe | Quote card: "If most of your role could be augmented or automated, that doesn't mean you're less valuable. It means you've been buried in work that was never the real job." Below: "The real job — the OWN zone — has been waiting for bandwidth you didn't have." | The audit isn't a threat score. A high augment/automate ratio means you have the biggest design opportunity in Module 3. | TEACH | 30s |
| 24 | Exercise: The Identity Statement 🖥️ | Prompt displayed: "Complete this sentence: 'My current human/AI partnership is _ because ___.'" Three starter patterns shown as scaffolding: The Meaning-Maker / The Judgment Owner / The Trust Builder. AI Thinking Partner guides reflection on participant devices. | Name who you are beyond the scaffolding. This statement will follow you through all five modules — we'll come back to it. | EXERCISE | 5 min |
Modality Notes for Module 1: - Slides 9–19: On-demand = Video V1 (Tim on camera, ~8-10 min). Facilitated = facilitator delivers live using these slides. - Slide 20: On-demand = AI displays individual radar chart + 2-3 turns of dialogue. Facilitated = aggregate on shared screen, individual on devices, facilitator reads the room to choose standard vs. alternative opening. - Slide 22: On-demand = AI coaches through all four steps, challenges 2-3 classifications, asks participant to analyze first. Facilitated = individual silent work → pair discussion → facilitator debrief with 2-3 volunteers. - Slide 24: On-demand = AI reflects (doesn't evaluate), notes what participant didn't say. Facilitated = 3 min individual, 2 min partner share.
TRANSITION: DEFINE → DISCOVER
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 25 | Bridge to DISCOVER | The 5D Model reappears — DEFINE is now completed (checked/filled), DISCOVER lights up. Text: "You've defined where you are. Most of you just realized you didn't choose to be here — you drifted. Now let's see what you've been missing." | You know where you stand. Now let's expand what you can see. Different energy: from reflective to expansive. | TRANSITION | 20s |
MODULE 2: DISCOVER (~8 min teaching, V2)
"What's Possible That You Haven't Seen Yet?" Energy Arc: Expansive → Surprising
Slides 26–42 (17 slides)
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 26 | Module 2 Title: DISCOVER | Full-screen "02 DISCOVER" with the question beneath: "What's possible that you haven't seen yet?" The 5D Model in the corner — DEFINE checked, DISCOVER highlighted. Background: lighter, more expansive feeling (open sky/horizon metaphor). | Your imagination is about to become the bottleneck, not the technology. Let's fix that. | TRANSITION | 10s |
| 27 | Retrieval Bridge 🖥️ | Prompt on screen: "Pick one responsibility from your Audit that you classified as Augment. What would have to change for it to be Own? What would have to change for it to be Automate?" Small timer: 2 min. | Before we go forward, go back. Apply the framework you just learned. This isn't recall — it's application. | EXERCISE | 2 min |
| 28 | Prediction Prompt 🖥️ | Clean text prompt: "Before we look at examples — what do you think the biggest untapped AI opportunity is in your domain? Quick gut answer." Input field below. | Trust your instinct first. Then let's see how far we can push it. | EXERCISE | 30s |
| 29 | Possibility Provocation: The Hospital | Photo or stylized illustration of a hospital/nursing station. Text overlay: "A hospital used AI to predict nurse burnout 6 weeks before it manifested — intervening before crisis, not after." Label: "INSIGHT → INNOVATION" | This isn't AI summarizing charts. This is AI seeing something humans couldn't see at scale — and enabling something that was never possible before. | DATA | 30s |
| 30 | Possibility Provocation: The Law Firm | Stylized illustration of contract documents with highlighted clauses. Text: "A law firm discovered 73% of contract clauses were rubber-stamped, never negotiated — fundamentally changing their pricing model." Label: "INSIGHT → INNOVATION" | AI didn't make lawyers faster. It revealed a truth about their business they'd never seen — and transformed the model. | DATA | 30s |
| 31 | Possibility Provocation: Manufacturing | Factory floor or shift schedule visual. Text: "A manufacturing leader redesigned shift scheduling around human energy cycles using AI analysis of performance data." Label: "INSIGHT → INNOVATION" | Not automating the schedule. Redesigning what a schedule could BE, using patterns only AI could surface. | DATA | 30s |
| 32 | The Imagination Bottleneck | Large text: "Your imagination is the bottleneck. Not the technology." Below: a funnel diagram — wide input (AI capabilities) narrowing through a tiny bottleneck labeled "What leaders think to ask for" into a small output (current AI use). | Most leaders stop at "AI can summarize things for me." That's one dimension. There are three. | TEACH | 20s |
| 33 | The Discovery Framework — Overview | Three-layer diagram stacked vertically, with an arrow pushing upward. Bottom layer (widest): EFFICIENCY — "We did it faster." Middle layer: INSIGHT — "We decided better." Top layer (narrowest): INNOVATION — "We did something new." The arrow and narrowing layers convey escalation — each requires a bigger conceptual leap. | Three dimensions of AI possibility. Each is a fundamentally different kind of value — not a different magnitude, but a different mechanism. Most leaders get stuck at the bottom. | TEACH | 30s |
| 34 | Dimension 1: EFFICIENCY | The EFFICIENCY layer expanded. Definition: "Same output, less time and effort." Three example rows: "3 hours → 20 minutes" / "4 people → 1 person" / "Monday scramble → automated." Icon: speedometer. Color: cool green. | Efficiency is real value. But it's the smallest version of what AI makes possible. If this is where you stop, you're leaving the biggest opportunities on the table. | TEACH | 30s |
| 35 | Dimension 2: INSIGHT | The INSIGHT layer expanded. Definition: "Patterns, predictions, and connections humans can't see at scale." Three example rows: "Nurse burnout predicted 6 weeks early" / "Churn correlated to onboarding gap, not price" / "73% of clauses never negotiated." Icon: magnifying glass with data nodes. Color: amber/gold. | You're not doing things faster. You're seeing things you've never seen. The value isn't time saved — it's judgment improved. This is where AI starts to feel like a partner, not a tool. | TEACH | 30s |
| 36 | Dimension 3: INNOVATION | The INNOVATION layer expanded. Definition: "Capabilities that were literally impossible before." Three example rows: "Real-time personalized learning for every employee" / "Insurance shifts to continuous risk monitoring" / "Predictive maintenance unique to each machine." Icon: lightbulb with branching paths. Color: vibrant blue or purple. | Innovation requires imagining what doesn't exist yet. That's why most leaders never get here. The Discovery Sprint pushes you into this dimension deliberately. | TEACH | 30s |
| 37 | The Escalation | The three-layer diagram again, but now with percentages overlaid: "Most leaders: EFFICIENCY (where they stop)" → "Some leaders: INSIGHT" → "Almost none: INNOVATION." An arrow labeled "Your job today" points upward past all three. | Most stop at Efficiency. Some reach Insight. Almost none systematically explore Innovation. Today, you go through all three — in order. | TEACH | 20s |
| 38 | Bridge to Exercise | Text: "This is divergent thinking. Wide aperture. No commitments. No 'yes but.' Just: what COULD be?" Background shifts to more open, expansive feel. | Permission to think big. We'll narrow later. Right now, quantity over quality. | TRANSITION | 10s |
| 39 | Worked Example: VP of Marketing Discovery | The VP of Marketing from the earlier audit, now pushed through all three dimensions for "Reviewing campaign performance." EFFICIENCY: "AI auto-generates weekly performance dashboards" → INSIGHT: "AI identifies which creative elements drive conversion by audience segment — patterns invisible in aggregate data" → INNOVATION: "AI enables real-time campaign optimization per individual viewer context, not batch A/B testing." | See how each dimension is a fundamentally different kind of value? Efficiency saves time. Insight improves decisions. Innovation creates new capabilities. Your turn. | TEACH | 30s |
| 40 | Exercise: The Discovery Sprint 🖥️ | Exercise prompt with three steps: Step 1 — "Select 3 highest-impact responsibilities from your Audit" (3 min) / Step 2 — "Push each through all three dimensions: Efficiency → Insight → Innovation" (12 min) / Step 3 — "Expansion: partner pushes you further" (7 min). Timer visible. AI Thinking Partner active. | Select. Push. Expand. Write fast. Don't filter. This is a possibility map, not a business plan. | EXERCISE | 22 min |
| 41 | Exercise: Priority Discovery 🖥️ | Reflection prompt: "What's the single most surprising discovery — the one you hadn't considered before today? Especially anything in Insight or Innovation that you'd been blind to. Write it down." AI feedback prompt: "How did that exploration feel? [That landed / That missed / Mixed]" | This is the "I didn't know I didn't know" moment. Name it. Write it down. It becomes the seed for your Partnership Map. | EXERCISE | 5 min |
| 42 | Debrief: The Possibility Map | A visual showing a completed Possibility Map — a grid with responsibilities on rows and Efficiency/Insight/Innovation on columns, filled with post-it style notes. Text: "This is your Possibility Map. Wide open. No commitments yet." | You can see things you couldn't see an hour ago. Your aperture is expanded. But possibility isn't a plan. | ARTIFACT | 30s |
Modality Notes for Module 2: - Slides 29–37, 39: On-demand = Video V2 (Tim on camera, ~6-8 min). Facilitated = facilitator delivers live. - Slide 40, Step 3: On-demand = AI plays expansion partner ("What about the Insight layer?"). Facilitated = pair expansion, partners add to each other's maps. - After Slide 42: Facilitated = 10-15 minute BREAK. On-demand = pacing nudge if session >40 min.
TRANSITION: DISCOVER → DESIGN
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 43 | Bridge to DESIGN | The 5D Model — DEFINE and DISCOVER checked, DESIGN lights up. Text: "Your possibility map is wide open. But possibility isn't a plan. Now we make hard choices — what will you actually build, and how does the work structurally change?" Below, in smaller text: "Module 2 was the hilltop. Module 3 is the blueprints." | From divergent to convergent. From what COULD be to what WILL be. Different muscle entirely. | TRANSITION | 20s |
MODULE 3: DESIGN (~10 min teaching, V3) — BIGGEST MODULE
"How Does the Work Actually Change?" Energy Arc: Analytical → Committed
Slides 44–68 (25 slides)
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 44 | Module 3 Title: DESIGN | Full-screen "03 DESIGN" with the question: "How does the work actually change?" 5D Model corner — DEFINE and DISCOVER checked, DESIGN highlighted. Background: structured, architectural (blueprint/grid feel). | This is the biggest module. This is where frameworks become structures. You're not exploring anymore — you're building. | TRANSITION | 10s |
| 45 | Retrieval Bridge 🖥️ | Prompt: "Take one responsibility you classified as Augment in your Audit. Push it through the Discovery Framework right now — Efficiency play? Insight play? Innovation play? Quick — 30 seconds." Timer: 30s. | Apply both frameworks in sequence. Define classified it. Discover expanded it. Now Design will structure it. | EXERCISE | 1 min |
| 46 | The Faster Horse Problem | Henry Ford quote (attributed): "If I'd asked people what they wanted, they'd have said a faster horse." Below: split image — left side shows a horse with a motor strapped on (labeled "Bolt-On: AI added to old process"), right side shows a Model T (labeled "Built-In: Process redesigned around new capability"). | If you ask leaders what they want from AI, they'll say "faster versions of what we already do." That's not transformation. That's a motor on a horse. | TEACH | 30s |
| 47 | Bolt-On vs. Built-In | Two-column comparison. Left: BOLT-ON — "Electrifying a horse-drawn carriage. Same process, slightly faster. Inherits all the old constraints." Right: BUILT-IN — "Designing a car. New process, designed around new capabilities. Breaks old constraints." Below: "The goal of Module 3: move from bolt-on to built-in." | Bolt-On is how most organizations deploy AI. Built-In is what the Partnership Map forces you to do — redesign from the task level up. | TEACH | 30s |
| 48 | Architecture Debt | The term "ARCHITECTURE DEBT" displayed large. Definition: "What accumulates when organizations bolt AI onto processes designed for humans only. The organizational equivalent of technical debt." Visual: a building with patches and scaffolding bolted on haphazardly vs. a clean, intentionally designed structure. | Every bolt-on decision creates architecture debt. It compounds. Eventually the system is slower WITH AI than it would be if you'd redesigned. | TEACH | 30s |
| 49 | The Partnership Map — What It Is | The Partnership Map template displayed as a clean table structure. Columns: Task / Zone (Own-Augment-Automate) / Why / Guardrail-Handoff. Below: "A structured tool for redesigning workflows. Task by task. Decision by decision." | The Partnership Map is where strategy becomes structure. For each task in a workflow: who does what, why, and what's the guardrail at the handoff. | TEACH | 30s |
| 50 | The "Why" Column | The Partnership Map with the "Why" column visually emphasized (highlighted, larger). Text: "Every allocation needs an articulable reason. 'Because AI can' is not a reason. 'Because this task requires political judgment that AI cannot access' IS a reason." | The "why" column is the anchor. If you can't articulate why a task is in a zone, you haven't decided — you've guessed. | TEACH | 30s |
| 51 | The Guardrail Column | The Partnership Map with the "Guardrail/Handoff" column emphasized. Examples shown: "Human reviews for completeness before next step" / "AI flags, human confirms — never auto-escalate" / "Human owns the 'so what'" / "No AI involvement in escalation decisions." | Guardrails live at the handoff points between zones. They're not bureaucracy — they're the design decisions that prevent AI from making choices only humans should make. | TEACH | 30s |
| 52 | Autonomous Improvement | The term "AUTONOMOUS IMPROVEMENT" displayed large. Definition: "AI gets better without the leader directing it. The workflow you design today will need redesigning in 6-12 months — not because you designed it poorly, but because the partner's capabilities shifted underneath you." A calendar icon showing "Q1 design" → "Q3 redesign" with an arrow. | Your AI partner improves on its own. That means your Partnership Map is living, not final. Build in quarterly review points. Accept the design is a draft that evolves. | TEACH | 30s |
| 53 | The Capability Fog | The term "THE CAPABILITY FOG" displayed large. Visual: a road leading into fog — the near distance is clear, the far distance is obscured. Definition: "No one can tell you what AI will be able to do in 18 months. You must design under permanent capability uncertainty." | This is unprecedented. Change management assumes you know what you're changing toward. You're designing when the destination keeps moving. That's why the return arrow exists in the 5D Model. | TEACH | 30s |
| 54 | The Moving Target | The 5D Model with the return arrow from DEMONSTRATE back to DEFINE highlighted and animated. Text: "Design for today's capabilities. Review quarterly. Accept that redesign is not failure — it's the practice." | The discipline isn't designing once — it's building the practice of redesign. The return arrow is the most important part of the model. | TEACH | 20s |
| 55 | Bridge to Exercise | Text: "You've seen the template. You've learned the principles. Now let's see it done — then you do it yourself." | From concept to construction. A worked example first, then your turn. | TRANSITION | 10s |
| 56 | Worked Example: Monthly Business Review — Context | Header: "Worked Example: Monthly Business Review Preparation." Brief context: "A common leadership workflow. 5 tasks. Let's map it." The Partnership Map template displayed empty, ready to be filled. | Before you build your own, watch one get built. Notice how the "why" column does the heavy lifting. | TEACH | 15s |
| 57 | Worked Example: MBR — Row 1 | Partnership Map fills in Row 1: "Gather data from 6 systems → AUTOMATE → Pattern-based aggregation, no judgment needed → Human reviews for completeness before next step." Animation: the row slides/fades in. | Gathering data from six systems is pattern-based aggregation. No judgment. Automate it — but review the output before it flows downstream. | TEACH | 20s |
| 58 | Worked Example: MBR — Row 2 | Row 2 fills in: "Identify trends and anomalies → AUGMENT → AI surfaces patterns; human validates against context AI can't see → AI flags, human confirms — never auto-escalate." | AI sees patterns in the data. But you see organizational context AI can't access. Augment — AI surfaces, you validate. Never auto-escalate. | TEACH | 20s |
| 59 | Worked Example: MBR — Row 3 | Row 3 fills in: "Draft narrative summary → AUGMENT → AI drafts from data; human adds strategic interpretation and stakeholder framing → Human owns the 'so what' — AI never writes conclusions." | AI can draft from data. But the "so what" — the strategic meaning of those numbers for your specific audience — that's yours. AI never writes conclusions. | TEACH | 20s |
| 60 | Worked Example: MBR — Row 4 | Row 4 fills in: "Decide what to escalate to CEO → OWN → Requires political judgment, knowledge of CEO's priorities, relationship trust → No AI involvement in escalation decisions." | What to escalate to the CEO requires political judgment, knowledge of their priorities, and relationship trust. AI has none of those. This is OWN. Full stop. | TEACH | 20s |
| 61 | Worked Example: MBR — Row 5 | Row 5 fills in: "Prepare Q&A anticipation → AUGMENT → AI generates likely questions from data; human prioritizes based on board dynamics → Human selects which to prepare for." Full table now visible. | AI generates the questions. You prioritize which ones matter based on board dynamics AI can't see. Notice: every row has a "why." Every handoff has a guardrail. | TEACH | 20s |
| 62 | Worked Example: MBR — Complete | The full Partnership Map displayed clean and complete. A callout highlights two things: (1) "The 'why' column does the heavy lifting" with an arrow to the column, and (2) "Guardrails live at handoff points" with an arrow to the guardrail column. | This is what a completed Partnership Map looks like. Five tasks. Clear allocations. Articulable reasons. Explicit guardrails. Now do yours. | TEACH | 20s |
| 63 | Exercise: The Design Sprint — Step 1 🖥️ | Exercise prompt: "Step 1 — Select and Deconstruct (5 min). Pick 2-3 high-priority workflows from your Discovery Sprint. Break each into its component tasks — the 6-10 discrete steps or decisions in each workflow." Timer: 5 min. | Pick your workflows. Break them apart. Get to the task level — that's where the real design decisions live. | EXERCISE | 5 min |
| 64 | Exercise: The Design Sprint — Step 2 🖥️ | Exercise prompt: "Step 2 — Map (10 min). For each task: Own, Augment, or Automate? Write WHY for each allocation. Add the guardrail, handoff protocol, or escalation trigger. Start with the transformation opportunity from your Priority Discovery." Partnership Map template visible in app. Timer: 10 min. | Map it. Zone by zone. Reason by reason. Guardrail by guardrail. Start with your biggest transformation opportunity from Module 2. | EXERCISE | 10 min |
| 65 | Exercise: The Design Sprint — Step 3 (Challenge) 🖥️ | Exercise prompt: "Step 3 — Challenge (8 min). Present your map. Get challenged. 'Why is that Own? Could it be Augment?' 'What happens when AI capabilities improve next quarter?'" AI Thinking Partner engages with 2-3 specific allocations. | This is where the course clicks. When someone challenges your allocation and you reach for the framework to defend it — that's when you know you own it. | EXERCISE | 8 min |
| 66 | Unscaffolded Partnership Map 🖥️ | Exercise prompt: "Now do one on your own. Different workflow. Map it yourself: tasks, zones, why, guardrails. Don't ask for input. Just do it." Emphasis text: "This is the 'I can actually do this' moment." Timer: 5-8 min. No AI coaching visible during the exercise — AI reviews briefly AFTER. | You've built one with help. Now build one alone. If you can do this independently, you have the tool. You can do this without anyone. | EXERCISE | 5-8 min |
| 67 | Exercise: The Design Commitment 🖥️ | Prompt: "Select ONE Partnership Map you will implement first. Not three. One. The constraint forces prioritization." Fill-in: "The first workflow I will redesign is _, starting by ___." Specific. Time-bound. | One. Not three. The discipline of prioritization is the discipline of leadership. Which redesign will you actually execute? | EXERCISE | 3 min |
| 68 | Module 3 Artifact Summary | Display showing the participant's two Partnership Maps side by side — the guided one (left) and the unscaffolded one (right). Text: "Two Partnership Maps. One guided, one on your own. Both built on your real work." A star or highlight on the committed one. | You have two redesigned workflows and one commitment. This is the most substantial output in the course — and it's built entirely on YOUR work. | ARTIFACT | 30s |
Modality Notes for Module 3: - Slides 46–62: On-demand = Video V3 (Tim on camera, ~6-8 min teaching; worked example can be part of the video or a separate animated walkthrough). Facilitated = facilitator delivers live, can spend more time on the worked example. - Slide 65: On-demand = AI challenges 2-3 allocations by asking questions first, then connecting to Identity Statement and earlier modules. Facilitated = pair challenge — partners push each other. - Slide 66: On-demand = AI stays silent during the build, reviews briefly after (max 100 words). Facilitated = quick share-out with 2-3 volunteers presenting their unscaffolded maps. - Module 3 overall: Facilitated = 60 min total (the exercise portion takes significant time). On-demand = ~35-45 min. The slide count reflects the depth — this module has the most content.
TRANSITION: DESIGN → DEVELOP
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 69 | Bridge to DEVELOP (The Pivot) | The 5D Model — DEFINE, DISCOVER, DESIGN all checked. DEVELOP lights up. Below the model, a visual divider: left side labeled "ACT I: THE WORK (Modules 1-3)" → right side labeled "ACT II: THE PEOPLE (Module 4)." Text: "The work is redesigned. But redesigned work without ready people is a blueprint nobody builds." | This is the hardest transition in the course. Modules 1-3 were about the WORK. Module 4 is about the PEOPLE. Different muscles entirely — empathy, patience, safety. | TRANSITION | 20s |
MODULE 4: DEVELOP (~7 min teaching, V4)
"The Work Is Redesigned. Now Build the People." Energy Arc: Empathetic → Resolute
Slides 70–82 (13 slides)
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 70 | Module 4 Title: DEVELOP | Full-screen "04 DEVELOP" with: "The work is redesigned. Now build the people." 5D Model corner — three checked, DEVELOP highlighted. Background: warmer, more human (team/people imagery feel). | You've designed brilliant work. Now the question: is your team ready to do it? | TRANSITION | 10s |
| 71 | Retrieval + Empathy Bridge 🖥️ | Two prompts in sequence. First: "The workflow you committed to redesigning — what was the single hardest allocation decision? The one where Own vs. Augment wasn't clear?" (1 min) Then: "In Modules 1-3, you experienced something. You confronted assumptions. You sat with uncertainty. That's exactly what your team feels every day with AI. Have you made it safe for them to process it openly?" | You felt uncertainty in the last three modules. Your team feels it every day. The question is whether they can be honest about it — or whether they're processing it silently, fearfully, or not at all. | EXERCISE | 3 min |
| 72 | The Adoption Paradox | Large text: "THE ADOPTION PARADOX: The more you push AI adoption, the more resistance you create — unless you've built the conditions first." Below: a visual showing pushing harder → more resistance (like a spring that pushes back). Then: "Speed without safety = surface compliance." | Push harder without building safety, and you get check-the-box adoption. People using AI because they were told to, not because they believe in it. That's not adoption. That's theater. | TEACH | 30s |
| 73 | The Data: Safety and AI | Large data point: "83% of business leaders say psychological safety directly impacts the success of AI initiatives." Below: "Safety isn't adjacent to AI leadership. It's the operating system that AI leadership runs on." | Psychological safety isn't soft. It's structural. Without it, every other module in this course fails at the team level. | DATA | 20s |
| 74 | Connection: 4 Stages of Psychological Safety | A bridge diagram: The 4 Stages of Psychological Safety (LeaderFactor's foundational IP) → connected to → The Four Readiness Gaps. Text: "This isn't bolted on. The safety gap maps directly to the 4 Stages. This is LeaderFactor DNA." | If you've done the 4 Stages work, Module 4 extends it into AI adoption. If you haven't, this is your introduction to why safety is the precondition for everything. | TEACH | 20s |
| 75 | The Four Readiness Gaps — Overview | Four blocks/quadrants displayed: Psychological Safety (top-left, red) / Conceptual Understanding (top-right, blue) / Technical Skill (bottom-left, green) / Identity Integration (bottom-right, purple). Center text: "Four conditions for genuine AI adoption. Most leaders address one and ignore three." | Four gaps, not one. Most leaders jump straight to Technical Skill — training. But the person most resistant to AI might not have a skill gap. They might have an identity gap. Training won't fix that. | TEACH | 30s |
| 76 | Gap 1: Psychological Safety | The Safety quadrant expanded. "What it sounds like:" — "I tried it and it didn't work and I don't want to look stupid." "What closes it:" — "Leader models failure. Explicitly gives permission to be bad at this." Icon: shield. | If people can't fail openly with AI, they won't experiment honestly. They'll check the box or hide their struggles. You close this gap by going first — sharing YOUR failures. | TEACH | 20s |
| 77 | Gap 2: Conceptual Understanding | The Understanding quadrant expanded. "What it sounds like:" — "I can use the tool but I don't understand why we're doing this." "What closes it:" — "Explain the reasoning behind the redesign. Share the Partnership Map." | People need to understand the WHY, not just the HOW. Share your Partnership Map with your team. Let them see the reasoning behind the redesign. | TEACH | 20s |
| 78 | Gap 3: Technical Skill | The Skill quadrant expanded. "What it sounds like:" — "I want to do it but I don't know how." "What closes it:" — "Training, practice time, mentorship." Callout: "The most obvious gap — and the one leaders over-index on." | Technical Skill is real and necessary. But it's the gap leaders default to because it's the easiest to see and the most comfortable to address. It's necessary but not sufficient. | TEACH | 20s |
| 79 | Gap 4: Identity Integration | The Identity quadrant expanded. "What it sounds like:" — "I don't know who I am in this new way of working." "What closes it:" — "One-on-one conversations. Connect their strengths to the new design. Help them see where they're essential." | This is the hidden gap. The person who's resisting isn't lazy or stubborn — they're afraid of becoming irrelevant. You close this gap the way you closed yours in Module 1: by naming the essence. | TEACH | 20s |
| 80 | Exercise: The Readiness Diagnostic 🖥️ | Exercise prompt with three steps: Step 1 — "Rate your team on each gap, 1-5 scale. What signals are you seeing?" (8 min) / Step 2 — "Which gap is doing the most damage? Not easiest to fix — most important." (4 min) / Step 3 — "Build the plan: 3 actions in 30 days to close the biggest gap." (10 min). AI Thinking Partner active. | Assess. Prioritize. Plan. Think about the specific people who will execute your Partnership Map. Where are they stuck — and is it skill, or is it something deeper? | EXERCISE | 22 min |
| 81 | Exercise: The Safety Commitment 🖥️ | Prompt: "What is the ONE thing you will do in the next 7 days to increase psychological safety for AI experimentation on your team? Specific and behavioral." Example shown: "In Tuesday's team meeting, I'll share an AI experiment I tried that didn't work, and I'll ask each team member to bring one failed experiment to next week's meeting." | Specific. Behavioral. Not "I'll be more open." WHEN, WHERE, and WHAT — precisely. If your commitment is vague, it won't happen. | EXERCISE | 5 min |
| 82 | Module 4 Artifact Summary | Display: Readiness Diagnostic (four gap ratings + signals) and Safety Commitment (specific behavioral action). Text: "You know where your team is stuck. You have a plan to unstick them. And you have one specific action for this week." | The people work isn't optional. It's the difference between a brilliant strategy and one that actually gets executed. | ARTIFACT | 20s |
Modality Notes for Module 4: - Slides 72–79: On-demand = Video V4 (Tim on camera, ~6-8 min). Facilitated = facilitator delivers live. - Slide 80, Step 3: On-demand = AI guides plan-building, asks participant to draft first, then pressure-tests. Includes "teach it back" moment where participant explains the Four Readiness Gaps as if teaching a direct report. Facilitated = Gallery walk format (breaks pair fatigue from M1-M3). Participants post biggest gap + 3 actions on wall/shared screen. Others walk, read, leave one sticky-note challenge per person. Return to seats and revise. - Slide 81: On-demand = AI checks for specificity, asks one clarifying question if vague. Facilitated = individual write, brief partner share.
TRANSITION: DEVELOP → DEMONSTRATE
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 83 | Bridge to DEMONSTRATE | The 5D Model — four checked, DEMONSTRATE lights up. Below: "ACT II: THE PEOPLE → ACT III: THE EVIDENCE." Text: "You've built the conditions. Your team has what they need. But readiness without evidence is faith. Module 5 is about building the proof." | You've addressed the people. Now prove the work works — for yourself, your team, and the skeptics above you. | TRANSITION | 20s |
MODULE 5: DEMONSTRATE (~5 min teaching, V5)
"Prove It Works. Build the Case. Scale Deliberately." Energy Arc: Strategic → Grounded
Slides 84–94 (11 slides)
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 84 | Module 5 Title: DEMONSTRATE | Full-screen "05 DEMONSTRATE" with: "Prove it works. Build the case. Scale deliberately." 5D Model corner — four checked, DEMONSTRATE highlighted. Background: strategic, executive (clean, boardroom energy). | This is what separates leaders who get budget for the next phase from leaders who don't. Can you prove it's working? | TRANSITION | 10s |
| 85 | Retrieval Bridge 🖥️ | Two prompts: "Without looking back — what was your Identity Statement from Module 1?" Then: "What was the biggest readiness gap on your team from Module 4?" Participant recalls from memory. | We're at the final module. Let's see what stuck. Your Identity Statement and your biggest gap — these thread through everything we're about to build. | EXERCISE | 2 min |
| 86 | The Value Gap | Visual: two paths diverging. Left path: "What most organizations can tell you — what AI tools we deployed." Right path: "What almost none can tell you — what value those tools created." The gap between the paths is labeled "THE VALUE GAP." | The gap isn't measurement. It's architecture. Most organizations never designed for demonstration. They deployed and hoped. Module 5 is about designing the proof from day one. | TEACH | 30s |
| 87 | The Consequences of the Gap | Three consequences animated in sequence: "Leader's confidence erodes → quiet retreat to old methods" → "Organizational momentum dies" → "Next AI initiative gets less support, less budget, more skepticism." A downward spiral visual. | Without evidence, momentum dies. And the damage compounds — every initiative that can't prove its value makes the next one harder to fund. | TEACH | 20s |
| 88 | The Demonstration Architecture | Three-layer pyramid or stacked diagram. Bottom (widest): LEADING INDICATORS — "Early signals. Convinces: you + your team." Middle: LAGGING INDICATORS — "Business outcomes. Convinces: executives, budget holders." Top: STORY INDICATORS — "Qualitative evidence. Convinces: teams, culture, peers." | Three layers. Numbers convince executives. Stories convince teams. You need both. And leading indicators keep confidence high during the lag before outcomes show up. | TEACH | 30s |
| 89 | Leading Indicators | The Leading layer expanded. Definition: "Early signals the new way of working is functioning." Examples: "Adoption rates / Error reduction / Time savings / Experiment count / Team engagement with new workflows." Timeline marker: "Weeks 1-4." | Leading indicators are your early warning system. If these aren't moving in the right direction, you course-correct now — not after the quarterly review. | TEACH | 20s |
| 90 | Lagging Indicators + Story Indicators | The Lagging and Story layers expanded together. Lagging: "Revenue impact / Cost reduction / Quality improvement / Customer satisfaction." Story: "Testimonials / Specific wins / Before-and-after narratives / The team member who went from skeptic to champion." Timeline: "Months 2-3+." | Lagging indicators take time — that's fine. Story indicators fill the gap. The team member who went from skeptic to champion is worth more than a dashboard. | TEACH | 20s |
| 91 | Kill Criteria | Bold text: "KILL CRITERIA: What would cause you to stop and redesign?" Below: "This is what makes this course different. Most leadership programs say 'set goals and persist.' We say: 'set goals, set thresholds, and know when to stop.'" Example: "If adoption <20% at 30 days despite removing barriers → redesign, don't push harder." | Kill criteria are intellectual honesty. Knowing when to stop is as important as knowing when to scale. The leader who can articulate kill criteria is the leader executives trust. | TEACH | 20s |
| 92 | Exercise: The 90-Day Demonstration Plan 🖥️ | Exercise prompt with two phases. Step 1 — Select target: "Take the Partnership Map you committed to." Step 2 — Build the plan (12 min), answering five fields: "What will I measure at 30 days? (Leading)" / "What will I measure at 90 days? (Lagging + Story)" / "What's the success threshold?" / "What's the kill criteria?" / "Who sees the results — and who's the skeptic I need to convince?" Step 3 — Pressure-test (7 min). Timer: 22 min total. | Five fields. Specific metrics. Real thresholds. Named skeptics. This is the most complex exercise in the course — and the AI Thinking Partner is your full partner through it. | EXERCISE | 22 min |
| 93 | Exercise: The Course Commitment 🖥️ | Prompt: "Write your full commitment across all five steps, in one statement." Template: "'I will DEFINE [specific] to understand my current state, DISCOVER [specific] to see new possibilities, DESIGN [specific] to restructure the work, DEVELOP [specific] to build my team's readiness, and DEMONSTRATE [specific] to prove the value.'" | One sentence. Five commitments. Specific and actionable. This is what you take back to your desk on Monday. | EXERCISE | 4 min |
| 94 | Module 5 Artifact Summary | Display: 90-Day Demonstration Plan (five fields completed) and Course Commitment (five-part statement). Text: "You have a plan with metrics, thresholds, kill criteria, and a named audience. You have five specific commitments. This isn't inspiration. This is equipment." | Everything you've built across five modules comes to a point here. A plan. A commitment. Ready to execute. | ARTIFACT | 20s |
Modality Notes for Module 5: - Slides 86–91: On-demand = Video V5 (Tim on camera, ~6-8 min). Facilitated = facilitator delivers live. - Slide 92: On-demand = AI coaches through each field, challenges vague metrics ("You said 'team productivity' — how would you actually observe that? What's the specific leading indicator?"), connects to prior modules. Facilitated = individual work → pair pressure-test ("What if your 30-day numbers are ambiguous? Who's your skeptic?"). - Slide 93: On-demand = AI reflects on the commitment, connects to Identity Statement from M1. Facilitated = 4 min individual, 2 min partner share.
CLOSE: WHAT'S NEXT (V6 — ~3 min)
Slides 95–100 (6 slides)
| # | Title | Visual | Teaching Beat | Mode | Duration |
|---|---|---|---|---|---|
| 95 | The Full Circle 🖥️ | The AI surfaces the participant's pre-course 3 sentences (from onboarding provocation) displayed verbatim on screen. Prompt: "Before Module 1, you wrote these three sentences about your relationship with AI as a leader. How would you write them now?" Space for new response. | See how far you've come. The distance between those sentences and what you'd write now IS the transformation. | EXERCISE | 3 min |
| 96 | Completion Summary 🖥️ | A visual dashboard showing everything the participant built: Identity Statement (quoted) / Possibility Map (count of opportunities across E/I/I) / Two Partnership Maps (guided + unscaffolded) / Readiness Diagnostic (biggest gap + 3 actions) / 90-Day Plan (metrics + thresholds) / Five Commitments. Check marks next to each. | Six artifacts. All built on your real work. Not theory — equipment. The course was the foundation. What you do with it starts now. | ARTIFACT | 30s |
| 97 | The 5D Cycle | The 5D Model in its full form — all five steps completed/checked. The return arrow from DEMONSTRATE back to DEFINE is now prominent, animated, glowing. Text: "The first pass is the hardest. Every pass after that gets faster, sharper, and bolder." | The 5D Model is a cycle, not a line. After Demonstrate, you return to Define with new data. The first pass is done. You now have the operating system for every pass that follows. | TEACH | 30s |
| 98 | The 8-Week Reinforcement System | Visual timeline: 8 weeks, each labeled. Weeks 1-5: one D per week (Define → Discover → Design → Develop → Demonstrate). Weeks 6-7: "Deepen + Integrate." Week 8: "The Reckoning — retake the ALI." Below: "Weekly micro-actions. Accountability partner. Scaffolding that fades as you build independence." | The course is ignition. The 8-week system is the transformation. One micro-action per week. An accountability partner. And in Week 8, you retake the ALI and see the change. | TEACH | 30s |
| 99 | The Manager Brief | Mockup of the one-page Manager Brief document: Identity Statement / Committed Partnership Map / Biggest readiness gap + actions / 90-Day Plan milestones / "3 ways my manager can support implementation." Text: "Auto-generated. Designed to share with your direct manager. Research shows manager support is the #1 predictor of training transfer." | Share this with your manager. Not for permission — for support. The brief creates the bridge between what you learned and the organizational support you need to execute. | ARTIFACT | 20s |
| 100 | The Closing Line | Clean, powerful typography on dark background. The distillation reframe: "You're not being replaced. You're being returned to yourself." Below: LeaderFactor logo. The 5D Model small in the corner — complete, cycled, alive. | That's the truth this course reveals. AI doesn't diminish you. It distills you. Go lead through it. | TEACH | 20s |
Modality Notes for Close: - Slide 95: On-demand = AI surfaces verbatim pre-course sentences, reflects on the journey. Facilitated = facilitator asks the room, 2-3 volunteers share transformation. - Slides 97–100: On-demand = Video V6 (Tim on camera, ~3-4 min). Facilitated = facilitator delivers live, energy is warm + convicted. - After Slide 100: Facilitated = accountability pairs formed in closing minutes. On-demand = matched post-enrollment. Both = 5D Card distributed (digital in on-demand, physical option in facilitated).
APPENDIX: SLIDE COUNT SUMMARY
| Section | Slides | Teaching Slides | Exercise Slides | App Integration (🖥️) |
|---|---|---|---|---|
| Pre-Module (V0) | 1–7 (7) | 4 | 0 | 1 |
| Module 1: DEFINE (V1) | 8–24 (17) | 12 | 4 | 4 |
| Transition 1→2 | 25 (1) | 0 | 0 | 0 |
| Module 2: DISCOVER (V2) | 26–42 (17) | 10 | 4 | 4 |
| Transition 2→3 | 43 (1) | 0 | 0 | 0 |
| Module 3: DESIGN (V3) | 44–68 (25) | 17 | 5 | 5 |
| Transition 3→4 | 69 (1) | 0 | 0 | 0 |
| Module 4: DEVELOP (V4) | 70–82 (13) | 9 | 3 | 3 |
| Transition 4→5 | 83 (1) | 0 | 0 | 0 |
| Module 5: DEMONSTRATE (V5) | 84–94 (11) | 6 | 3 | 3 |
| Close (V6) | 95–100 (6) | 2 | 1 | 2 |
| TOTAL | 100 | 60 | 20 | 22 |
APPENDIX: VIDEO-TO-SLIDE MAPPING
| Video | Slides Covered | Duration Target |
|---|---|---|
| V0: Welcome + Orientation | 1–7 | 2-3 min |
| V1: The Great Distillation | 8–19 (teaching only) | 8-10 min |
| V2: The Discovery Framework | 26, 29–39 (teaching only) | 6-8 min |
| V3: The Partnership Map | 44, 46–62 (teaching + worked example) | 6-8 min |
| V4: The Four Readiness Gaps | 70, 72–79 (teaching only) | 6-8 min |
| V5: The Demonstration Architecture | 84, 86–91 (teaching only) | 6-8 min |
| V6: The Full Circle + Close | 97–100 | 3-4 min |
| Total video time | ~35-45 min |
APPENDIX: RECURRING VISUAL ELEMENTS
These elements appear across multiple slides and need consistent design:
| Element | Appearances | Notes |
|---|---|---|
| The 5D Model | Slides 5, 7, 8, 25, 26, 43, 44, 54, 69, 70, 83, 84, 97, 100 | Progressive highlighting — each module lights up its step, prior steps show as checked/completed |
| Three Zones (Own/Augment/Automate) | Slides 14–18, 21–22, 49, 63–66 | Consistent color coding across all appearances |
| Discovery Framework (E→I→I) | Slides 33–37, 39–40 | Three-layer ascending diagram |
| Partnership Map template | Slides 49–51, 56–62, 63–66, 68 | Consistent table format: Task / Zone / Why / Guardrail |
| Four Readiness Gaps | Slides 75–79, 80 | Four-quadrant or stacked block diagram |
| Demonstration Architecture | Slides 88–90, 92 | Three-layer pyramid |
APPENDIX: MOTION GRAPHICS ESTIMATION (For Maria)
| Category | Count | Complexity | Notes |
|---|---|---|---|
| Framework diagrams (static design, animated reveal) | 6 | Medium | 5D Model, Three Zones, Discovery Framework, Partnership Map, Four Gaps, Demo Architecture |
| Progressive 5D Model (14 appearances with state changes) | 1 master + 14 states | Low-Medium | Design once, swap highlight states |
| Data animations (numbers animating in) | 4 | Low | Slides 2, 18, 73, 87 |
| Worked example builds (rows filling in) | 2 sequences | Medium | VP of Marketing Audit (Slide 21), MBR Partnership Map (Slides 56-62) |
| Before/After transitions | 2 | Low | Slides 13, 46 |
| Recurring icons/visual language | ~20 unique icons | Low | Zones, dimensions, gaps — consistent set |
| Total estimated unique motion assets | ~25-30 |
This document is the structural backbone for tomorrow's Tim + Drew walkthrough (Wed Mar 5). Scripts, final design, and app architecture are built from this skeleton. Source: COURSE-SPEC-UNIFIED.md (March 2, 2026)