Training for the AI-Ready Firm: How to Equip Your Team for Tech-Driven Workflows
- Erin McCormick
- Sep 15
- 3 min read
Artificial intelligence is in your firm (whether you’ve approved its use or not), and it’s reshaping how people work. The question you need to ask isn’t whether your staff should learn to use AI tools, but how to provide training that’s relevant, practical and sustainable. This challenge sits at the intersection of technology enablement, change management and talent development.
Why provide AI training?
Solution providers are embedding AI-enabled tools like Microsoft Copilot, ChatGPT and other large language models (LLM) into the software you’re already using.
Nearly 70% of CEOs believe generative AI will significantly change how their companies create, deliver and capture value within the next three years, according to a 2024 survey by PwC. For your firm, that means efficiency gains and improvements in client service are within reach if you equip your team members to use these tools effectively.
Simply dropping new technology into your existing workflows isn’t enough. Without training, staff may underuse AI tools or, worse, misuse them in ways that increase risk and decrease return on investment (ROI). That’s why we recommend structured, role-based learning.
Building AI learning paths by role
A one-size-fits-all training plan won’t be as effective as aligning AI learning with role responsibilities and skill levels. For example, your tax staff can benefit from training on automating document review, identifying anomalies and drafting client communication.
Your audit staff may focus on using AI for data analysis, testing transactions and streamlining reporting. Meanwhile, firm administrators might learn to use AI for scheduling, drafting routine correspondence and managing knowledge bases. And managers and partners need training on how to evaluate AI outputs, integrate tools into decision-making and communicate responsibly with clients about the firm’s use of AI.
Skill levels also matter. Someone already comfortable with data tools will approach AI differently than a team member who hasn’t yet experimented with it. For that reason, you should group training by both role and readiness to keep sessions relevant and engaging.
Internal vs. external training resources
When it comes to delivering training, you have options:
Internal expertise. Early adopters and champions can lead workshops and serve as peer resources. This creates credibility and a culture of collaboration.
External resources. Platforms like LinkedIn Learning, vendor-provided training or CPA-focused webinars can supplement your in-house efforts. Online options usually scale easily and bring broader perspectives.
Hybrid models. Many firms find success by blending the two, using external content for foundational knowledge, then layering in firm-specific applications.
Whichever path you choose, prioritize hands-on training. Reading about AI is helpful, but experimenting with prompts and workflows helps the lessons stick.
Sustaining AI training over time
One challenge with AI training is that it changes quickly. A single training session won’t be enough to keep your staff up to date. Instead, consider training as an ongoing process.
A learning management system (LMS) can be a helpful tool for organizing materials, tracking progress and regularly refreshing content. But structure alone isn’t enough. You also need people who can act as AI champions, staying on top of new developments and sharing them with the team in practical, approachable ways.
Different people learn in different ways, so mixing formats, such as short videos, live demos and simple written guides, goes a long way toward keeping training accessible.
Don’t forget the engagement factor. Encouraging team members to experiment with low-risk use cases and share their wins during team meetings makes the learning process feel less like a requirement and more like an opportunity.
Continuous learning builds confidence, curiosity and momentum as the technology evolves.
When you prioritize role-based AI training, you’re more likely to achieve meaningful productivity gains and reduce risk. To capture the benefits of this quickly changing technology, you need a strategy for training that meets people where they are. By tailoring learning paths to roles, combining internal and external resources and committing to ongoing development, you can position your team to thrive in a tech-driven landscape.
Do you want to connect with other Operational Leaders in the accounting profession to become a more confident leader?
The Boomer Operations Circle is a peer group of Operational Leaders from successful and growing firms who work together to develop the best business strategies, plans and procedures. Apply now to start building valuable long-term relationships with others who are navigating the same challenges in shaping their firms for the future.
Erin McCormick is the Member Experience Strategist at Boomer Consulting, Inc., where she ensures a seamless and engaging experience for members across Circles, consulting engagements, and training programs. She leads onboarding, feedback strategy, and service excellence across the team. Erin brings a strong background in content development and client communications, previously serving as Director of Content Development for a top website management company supporting 800+ municipalities across the U.S. and Canada.
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