How Zapier made AI fluency part of the job from rubric to rollout
Thursday, August 20
1 PM ET
A rubric can define AI fluency. It cannot make employees fluent.
Publishing an AI fluency framework is progress because it creates expectations and a shared language. But then employees return to tools, outdated training, crowded priorities, and managers who are wondering what “good” looks like.
The framework may be right. The employee experience around it is incomplete.
Zapier took a different path. Broad AI adoption came before the first formal rubric. The company then used the rubric to give shared language to behavior employees had already started practicing—and connected that language to hiring, onboarding, performance standards, Golden Paths, peer learning, and manager expectations.
Join Colin Monaghan, Zapier's Director of Learning & Development, and Ryan Anderson for an open-playbook look at how Zapier made AI fluency part of the job. They'll share what worked, what didn’t, what the organization had to provide before raising the bar, and how Zapier looks for changed work instead of tool usage alone.
This session is for AI transformation, Talent, People, Learning and Development, HR Operations, and IT leaders responsible for turning company-wide AI expectations into daily behavior.
Save your seat. Recording shared with registrants.
We'll go deep on:
– How to define fluency without tying it to today's tools: the four durable behaviors in Zapier's model—Mindset, Strategy, Building, and Accountability—and the progression from Capable to Adoptive to Transformative.
– How Zapier made one standard part of the employee experience: how AI fluency appears across hiring, onboarding, existing performance standards, Golden Paths, and manager reinforcement without becoming another disconnected rating system.
– How learning stays current while the tools keep changing: why polished courses and resource libraries aged too quickly, and how peer demos, short Looms, team meetings, hack weeks, and embedded AI transformation managers carry role-specific learning instead.
– What the organization must provide before it raises expectations: approved tools, access, useful guidance, clear governance, manager support, and protected time to practice.
– How Zapier measures changed work: moving beyond logins and adoption to evidence that teams work faster, produce better work, build repeatable systems, or create value they could not create before.
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