Alliance Concrete Pumps
01 / 11 · Cold Open
Draft · v1.0 SHEET A001
Document An AI Enablement Journey
Prepared for Alliance Concrete Pumps
By ClearBridge · Sam Hagen

"We all have a new employee. His name is Claude."

Clayton · Alliance Concrete Pumps

This is a working blueprint for what happens when a heavy-equipment company decides not to buy software, but to shift how it thinks. How Clearbridge will help shape the future of how work is done.

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SHEET02/ 11
The Mirror — Where you are today
A2.02 · REV A · 2026
§ 02.0·Reflecting your own words back

This is what you
said. We just listened.

Before we show you a future, here is the present you described to us — verbatim. Three sentences that say more about Alliance than any slide deck could.

QUOTE / A
"140 percent workload, 100 percent capacity. The only thing we have is — we're dumb. We just keep working more hours."
— Clayton · Sales
QUOTE / B
"Terabytes in SharePoint nobody can reach in real time. RingCentral insights trapped in their own bucket. Salesforce maxed out."
— OBSERVED IN LEADERSHIP CALLS · STACK
QUOTE / C
"Buckets that don't speak the same language."
— Clayton · on the integration problem
FIG. 02.1 · INFORMATION SILOS · CURRENT STATE
Wall — data does not flow Implied connection — unbuilt
SHEET03/ 11
The Shift — The thesis
A2.03 · THESIS · 2026

This isn't a software purchase. It's a mindset shift.

The honest part

Clayton named it on the first call: excitement → the dip → climbing out → addicting. Every leader who has ever picked up an AI-native instrument has walked that curve. The dip is real. The climb is steep.

What changes everything is having someone walk it with you. Not a training vendor that drops off a course. A partner that guides the whole curve — including the part where you genuinely consider whether you've made a mistake.

AI-native isn't a tool you install. It's a way of seeing the world where the old dogs and the digital natives end up on the same field, playing the same game, both surprised.

FIG 03.1 — The Clayton Curve

SOURCE: Discovery call · Apr 26
HIGH ↔ LOW VALUE FELT 01 · EXCITEMENT 02 · THE DIP 03 · CLIMBING 04 · ADDICTING CLEARBRIDGE WALKS WITH YOU FOR THE WHOLE CURVE
01Excitement"This is going to change everything."
02The Dip"Wait — this is harder than I thought."
03Climbing"Okay. I see how I work with it now."
04Addicting"I can't imagine working without it."
SHEET04/ 11
Definition — The AI-native worker
A2.04 · DEFN · 2026
§ 04.0·Two meanings, braided

An AI-native worker means two things at once.

The first half is your people, using AI as a default instrument. The second is the half that actually changes the headcount math: agentic workflows doing the job of multiple people. The journey moves a person from the first to orchestrating the second.

01 · THE INSTRUMENT

Your people, working with AI as a default instrument.

Scott calls it his second monitor. The right-hand man that's always there — ready to draft, summarize, dig, propose, refute. The lift isn't learning a tool; it's developing a reflex: when in doubt, ask Claude first. We coach that reflex into being.

"It's like having a really smart person sitting next to me at all times." — Scott · on his current usage
02 · THE EMPLOYEE

Agentic workflows. A new employee named Claude.

An agent isn't a chat window. It's a process that runs — every morning, every PO, every superseded part number — without a human triggering it. Claude does the job of multiple people, quietly, on schedule, and surfaces the human only when a judgment call needs making.

"We all have a new employee. His name is Claude." — Clayton · on what's actually happening
YOU GO FROM USER → → ORCHESTRATOR
SHEET05/ 11
The Method — Enablement sessions
A2.05 · METHOD · 2026
§ 05.0·THE HEART OF THE ENGAGEMENT

We don't teach courses. We run a structured journey.

Three modes, one cadence. The job is to build a muscle, not a transcript. And the highest-value moment isn't a tutorial — it's the one where the shop guy's trick becomes the accounting team's trick, in real time, in the same room.

MODE 01

Group Sessions

Cross-functional rooms. People discover uses by hearing each other. The shop guy's automation becomes the accounting team's automation. Unlocking possibilities together is the actual deliverable.

CADENCE · Bi-weekly · 90 min
MODE 02

1:1 Role Coaching

Depth in each leader's actual day. We sit with Clayton's morning, Kyle's month-end, Mike's drawing review. Going beyond generic tutorials and building workflows that actually do work.

CADENCE · MONTHLY · 45 MIN · PER LEADER
MODE 03

Monthly Office Hours

Open door. Bring a problem, leave with a next step. Office hours are where the dip gets named out loud — and where most of the climbing actually happens. This is the part that prevents abandonment.

CADENCE · Monthly · 2 hr · open
FIG 05.1 · CROSS-POLLINATION · A GROUP SESSION IN PROGRESS
6 ROLES · 6 IDEAS · 1 ROOM
SHEET06/ 11
In your world — By role · interactive
A2.06 · WORKLOAD · 2026
§ 06.0·One real use from each leader's actual day

Click a leader. See the use we pulled from your own call.

Not a generic "what AI can do" list. Specific workflows from things your team described last month — every card opens to the actual job, the actual stack, and the actual time it would save in your week.

— / 06RETIRING

Tony

Tribal-knowledge capture

Not a user. The reason we move now. The thirty years of Alliance that lives in one person — and walks out the door soon. We capture it gently, and well, before it's gone.

↳ Click any card to open the full use case. Esc to dismiss.
SHEET07/ 11
Two thrusts — Rear- & forward-facing
A2.07 · STRATEGY · 2026
§ 07.0·Clayton's own framing

Two engines. One stack. Both started this quarter.

You said it cleanly: "there's the data we already have, and there's the way we want to grow." Treat them as two parallel programs and you stop arguing about which one to fund first.

← REAR-FACING

The smart intern, pulling answers from what you already own.

Terabytes in SharePoint. A decade of Salesforce. NAV. RingCentral. You don't need new data — you need a way to ask it questions in plain English and get a real answer in 90 seconds, not three days and an analyst.

  • SharePoint · semantic retrieval
  • Salesforce · pipeline interrogation
  • NAV · WIP & AP/AR triage
  • RingCentral · call-insight extraction
FORWARD-FACING →

Processes and procedures. The first place to go before you add a human.

Clayton's line: "the first place I go for growth before I add a human." Logistics, accounting, recruiting, lean manufacturing — roles filled by an agentic workflow instead of a hire. Every avoided headcount is a Phase-2 win with a dollar figure attached.

  • Logistics dispatch agent
  • AP/AR triage automation
  • Recruiting screen & intake
  • Lean / process-improvement copilot
SHEET08/ 11
Proof — Social · adjacent industry
A2.08 · CASE · NWTL
§ 08.0·An adjacent company that already crossed

If a family-run heavy-haul outfit can do this, your competitor can too.

NWTL didn't start with a strategy deck. The guys at the bottom of the totem pole automated their own grunt work — dispatch summaries, exception flagging, the kind of small-stakes daily friction nobody bothers to write a project plan for. The leadership team noticed it before they sanctioned it.

By the time the executive team formalized the program, half the floor was already operating with AI as a default instrument. The company saved 12,000+ hours of admin time in the first year and — more importantly — built a culture where the question is no longer "should we use it" but "where haven't we used it yet."

Tom describes it as the difference between adopting a tool and absorbing a way of working. The first is reversible; the second isn't.

The subtext, said out loud: your closest competitor is one phone call away from being on this path. In heavy industry, the best AI guy wins. Let's make sure that's Alliance.
SHEET09/ 11
The engagement — A roadmap, not a price sheet
A2.09 · SOW · DRAFT
§ 09.0·What we're proposing · expandable

The ladder. Tailored to Alliance, climbing through 2026.

Each rung opens. None of them carries a dollar figure — that's a conversation, not a price tag. The line you're buying is the journey, end to end, with a partner on the curve the whole way.

STEP01 OF 04
START · WEEK 0

Readiness · CARI

A 2-week diagnostic of where Alliance actually stands. Cultural Adoption + Readiness Index.
+
What we do

Structured interviews with each leader (already partially started). System audit of SharePoint, Salesforce, NAV, RingCentral. A scored readiness index across culture, data, leadership, and unit economics.

What you get
  • Scored CARI report (1 doc, ~20 pages)
  • Top-10 highest-leverage workflows, ranked
  • Honest read on which leaders climb fastest
  • Phase-1 scope, drafted with you
STEP02 OF 04
PHASE 1 · MONTH 1–6

Enablement Sessions

The journey: group sessions, 1:1 coaching, monthly office hours. The whole leadership team, climbing the curve together.
+
What we do

Bi-weekly group sessions across the leadership team. Weekly 1:1 coaching per leader on their actual day. Monthly open office hours where the dip gets named out loud. Structured, but not a course — a journey we walk with you.

What you get
  • ~80 hr of facilitated sessions
  • ~120 hr of 1:1 leader coaching
  • A documented playbook per role
  • Cross-pollination — measured in shared use cases
STEP03 OF 04
PHASE 2 · MONTH 4–12

Process Intelligence

The hire-avoidance automations. Where roles get filled by agentic workflows instead of headcount, with a dollar figure on each one.
+
What we do

Stand up 2–4 agentic workflows per quarter against your top-ranked Phase-1 opportunities. Logistics, AP/AR, recruiting screen, lean process. Each one replaces or absorbs a role you would otherwise hire.

What you get
  • 4–8 production agentic workflows · year-end
  • Each priced against the hire it avoids
  • Monitoring + drift handling
  • Quarterly ROI readout against Phase-1 baselines
STEP04 OF 04
LAYER · ONGOING

Fractional AI Officer

A senior AI partner for Clayton + Scott. Not a vendor. A part-time member of your leadership team.
+
What we do

A senior AI strategist embedded ~2 days/week. In your leadership stand-ups. On the floor. In Clayton's morning brief. The role most companies hire too late and at the wrong seniority — solved by fractionalizing it.

What you get
  • Weekly leadership presence
  • Strategic guidance on tooling + vendor decisions
  • Direct line to ClearBridge engineering bench
  • A "chief AI officer" without the $400k base
SHEET10/ 11
Success — End of 2026
A2.10 · OUTCOME · 12/2026
§ 10.0·Replaying your own words back, as a destination

Leadership using AI
like Google and Outlook.
Every leader carrying one or two deadline'd initiatives with real dollar value.
Roles filled by AI instead of hires.

OUTCOME 01

AI is the default instrument across leadership.

Every leader — Clayton, Kyle, Mike, Scott, Vince — opens the day with Claude the way they open Outlook. The reflex is in. The dip is behind you.

OUTCOME 02

1–2 deadline'd initiatives per leader, with dollar values.

Every leader carries a small portfolio of AI-driven initiatives with measurable outcomes. The board sees the dollar figure, not the technology.

OUTCOME 03

Roles filled by AI instead of hires.

At least 4 hires you would have made are filled by agentic workflows instead. Logistics, AP/AR, recruiting screen, process improvement — each one is auditable and priced against its avoided headcount.

OUTCOME 04

"A new employee named Claude, doing the job of multiple people."

The line Clayton said on the first call is now true. Quietly, on schedule, Claude does the work of multiple people across the org — and the humans are running the company instead of running the spreadsheet.

SHEET11/ 11
The invitation — A start, not a sell
A2.11 · CTA · END

Let's unlock
it together.

No commitment on this page. The first step is small: a two-week readiness index that tells us — and you — whether what we just sketched is the right shape.

Authored by Sam Hagen ClearBridge · prepared for the leadership of Alliance Concrete Pumps
Alliance Concrete Pumps
Document A2 · "AI Enablement" Rev A · May 2026 Confidential · Alliance × ClearBridge