How Financial Times Approaches AI Fluency: 10 Building Blocks People Leaders Can Learn From

When most companies talk about AI readiness, they focus on tools or policies. At the Financial Times, it’s about something deeper: creating a shared, responsible, and evolving culture of AI fluency.

In a recent post, FT’s AI Fluency Lead outlined ten core building blocks of their approach. It’s one of the most comprehensive—and people-centered—strategies we’ve seen.

For People leaders looking to build true org-wide fluency, there’s a lot to learn here.

The 10 Elements of FT’s Fluency Framework

1. Overarching AI Principles: Company-wide guidance that anchors every AI conversation in shared values.
2. Responsible and Ethical AI Framework: Practical guardrails that balance innovation with integrity.
3. AI Fluency Framework: Four maturity levels—Unintentional, Beginner, Literate, Fluent—that help teams self-identify and grow.
4. Stage-Based Expectations: Clear behaviors and examples for each fluency stage, so teams know what “good” looks like.
5. Local Knowledge Networks: Department-level champions who tailor the fluency journey to real roles.
6. Internal Storytelling Platform: A space to showcase wins, normalize learning, and inspire experimentation.
7. Approved Tools and Policies: A safe, structured playground for employees to explore and learn.
8. Measurement and Recognition: Defined objectives, KPIs, and incentives that make fluency a visible part of performance.
9. Data & AI Academy: A robust internal learning hub offering workshops, mentoring, and content for every level.
10. AI Transformation Program: A company-wide initiative that connects the dots across all efforts.

Why This Matters for People Leaders

FT’s model isn’t just about AI awareness. It’s about:

• Codifying what fluency means in their context
• Empowering teams to move from curiosity to confident use
• Embedding responsible experimentation into the culture

It’s a reminder that real fluency is organizational, not just individual. And it takes structure, clarity, and community to scale.

What People Leaders Can Steal from FT’s Approach

1. Define a fluency ladder: Give teams a way to locate themselves—and grow intentionally.
2. Distribute ownership: Build local champions who make global strategy feel relevant.
3. Spotlight real use cases: Make success visible. Culture shifts when wins are shared.
4. Balance governance and enablement: Guardrails matter. But so does trust.
5. Treat fluency as transformation: Don’t stop at training. Think systems, storytelling, and sustained movement.