PrepareApr 6 to May 1. Build literacy, start role and responsibility definition early, and continue refining the baseline through the May 1 kickoff deadline.
Assess & DefineMay 4 to Jun 12. Step 0 kickoff, Step 1 assessment, and the Current State Workshop.
Redesign & ValidateJun 15 to Jul 31. Joint value-stream transformation work, reviewed live with the department through the Target State Workshop.
Strategy & DecisionJul 27 to Aug 21. Finalize workforce recommendations, the job redesign roadmap, the Executive Summary / Presentation, and the next-step decision.
Gartner is working with Cybersecurity and Compliance to assess how AI affects the organization, identify where deeper redesign is warranted, and produce the workshop outputs, recommendations, and roadmap that come out of that work.
What Gartner will do
Review current roles, AI usage, and operating context, then run interviews and workshops to assess impact, redesign selected work, and prepare the final strategy outputs.
What Abbott needs to provide
Team inputs, supporting documents, participant names, working decisions, and responses to Gartner asks as the engagement moves through each phase.
What this portal is for
Keep the plan, active Gartner asks, working files, team inputs, sessions, and shared outputs in one place so the project stays current.
Keep the current work moving as Gartner work begins:
Complete team inputs — update the team baseline records for each participating group.
Post supporting material — upload or link the documents Gartner requests for review.
Confirm participants and sessions — keep interview planning and check-ins current as dates are set.
Use the ask log — respond to Gartner asks in the request log so files, links, and follow-up stay attached to the same record.
The timeline below shows each phase of the engagement, from department preparation through the Gartner partnership and into final output acceptance and the next-step decision in August. Expand any phase for weekly detail and roles.
The department prepares Gartner’s starting baseline from Apr 6 through May 1. Managers begin role and responsibility drafting early, continue refining that work across the Apr 20 and Apr 27 weeks, and finalize the broader kickoff package with job-family context, systems, current AI usage, supporting documentation, and a light workflow baseline.
Primary inputs
Plan of engagement, technology/terminology primer, manager materials, current AI capability reference, and the team knowledge managers bring into the process.
Primary outputs
Manager-ready submissions in a shared directory, supporting documentation ready for review, and participants aligned so Gartner can build the kickoff schedule and interview plan at the start of Step 0.
Week of Apr 6
Share the Plan and Manager Materials
Release the plan of engagement, technology/terminology primer, current AI capability landscape, and manager materials.
Inputs
Finalized plan and manager package
Technology/terminology primer
Current AI capability reference
Outputs
Department has the materials needed for April 13
Staff begin proposing questions for the Gartner analyst
Roles (Estimated hours)
Michael: Finalize the plan of engagement, publish the technology/terminology primer, and send the manager package. (Est. 2 hrs)
AIDA/AppOps: Deliver a short reference on current AI use cases, tools, and known capabilities. (Est. 1-2 hrs)
Managers: Review the materials in full, identify where their teams may need clarification, and collect early questions for Gartner. (Est. 3 hrs)
To be planned: Week of Apr 13
Gartner Analyst Joins a Potential Ad Hoc Department Staff Meeting
A Gartner analyst briefs the department on current trends, key terms, and Agentic-AI implications before the consulting engagement starts.
Inputs
Materials released during week of Apr 6
Staff questions submitted in advance
Outputs
Shared understanding of Agentic-AI trends and implications for the department
Managers begin drafting core roles and responsibilities for their teams and identify the main gaps they still need to resolve before May 1
Roles (Estimated hours)
Gartner analyst: Brief the team, explain key terms, and answer submitted questions. (Est. 1 hr)
Michael: Facilitate the session, capture follow-up themes, and translate them into next-step actions. (Est. 2 hrs)
Managers: Start drafting the core roles on their teams and the responsibilities tied to each role. (Est. 5 hrs)
Checkpoint: Check-in to address open questions from the analyst session, confirm the team is comfortable with the direction, and align on priorities for the next round of role and responsibility work.
Week of Apr 20
Managers Continue Defining Roles, Responsibilities, and Baseline Inputs
This is the first major working week for the Gartner baseline. Each manager expands the draft role and responsibility set for the team, adds job-family and resource context, captures the key systems the team uses, notes current AI usage, and begins the light workflow baseline tied to those roles.
Inputs
Understanding from the analyst session
Input template and manager guidance materials
Team discussions and working-level detail from staff
Outputs
Expanded role definitions by team with clearer responsibility mapping
Job-family and resource-level context drafted by team
Systems, current AI usage, and a light workflow baseline in progress for Gartner kickoff
Roles (Estimated hours)
Managers: Continue building the team summary, refine roles and responsibilities, add job-family and resource context, note key systems and current AI usage, and start the light workflow baseline. (Est. 5-6 hrs)
Team leads and staff: Provide the working-level detail needed to confirm the role baseline, main systems, and the basic shape of how work runs today. (Est. 30-60 min)
Michael: Answer template questions, resolve issues, and support each team in completing a clean baseline package for Gartner kickoff. (Est. 2-3 hrs across the week)
Week of Apr 27
Continue Role and Responsibility Work and Finalize Kickoff Inputs
This is the second major working week for the Gartner baseline. Managers continue refining roles and responsibilities, close remaining gaps in job-family context, systems, current AI usage, supporting documentation, and the light workflow baseline, and place the completed package in the shared directory by May 1. The same week is used to confirm participant alignment and kickoff logistics so Gartner can begin discovery without losing time in week one.
Inputs
Draft team summaries from the week of Apr 20
Supporting documentation and references
Remaining open gaps in roles, responsibilities, and baseline context
Outputs
Role and responsibility baselines finalized across teams by the May 1 deadline
Manager submissions placed in one shared directory
Documentation handoff and participant alignment confirmed
Gartner has what it needs to build the stakeholder interview list, workshop schedule, and project schedule at kickoff
Roles (Estimated hours)
Michael: Review the shared directory, identify gaps that still need closure before May 1, confirm participant alignment and documentation handoff with Gartner, and make sure kickoff logistics are complete. (Est. 4-6 hrs)
Managers: Continue refining the team summary, close remaining role and responsibility gaps, attach or point to supporting documents, and place completed submissions in the shared directory by May 1. (Est. 5 hrs)
Checkpoint: Check-in to confirm teams are ready for consulting to begin, identify any missing documents or submissions, and make sure kickoff mechanics are complete.
Gartner starts with Step 0 project initiation and kickoff, then runs Step 1 to build the C&C Tech Radar, assess AI skills maturity, and map ADC job functions into the Workforce Impact Model. The Current State Workshop reviews those findings and confirms which job families and value streams move into deeper redesign first.
Primary inputs
Manager submissions, requested strategy, workforce, and technology documents, kickoff participants, and the job-family and resource data Gartner needs for Step 0 and Step 1.
Primary outputs
Stakeholder interview list, workshop schedule, project schedule, AI Skills Maturity Report, Workforce Impact Model, and the Current State Workshop.
May 4-15
Gartner Step 0: Project Initiation and Kickoff
Across the first two weeks, Gartner confirms the engagement objectives, scope, schedule, milestones, roles, responsibilities, participants, and risks, then builds the kickoff schedule and interview plan for the work ahead.
Inputs
Department input package
Kickoff participants, sponsor, and project manager
Department documentation handoff and open kickoff questions
Outputs
Engagement objectives, scope, schedule, milestones, roles, and responsibilities confirmed
Stakeholder interview list, workshop schedule, and project schedule drafted
Project cadence, participant alignment, and kickoff risks clarified
Roles (Estimated hours)
Gartner: Run kickoff, establish the project cadence, optimize the interview schedule, and prepare the Step 0 deliverables. (Est. 8-12 hrs)
Michael: Coordinate sponsor and participant availability, resolve kickoff questions, and make sure Gartner has what it needs to start on time. (Est. 4-6 hrs)
Managers: Confirm the right participants, point Gartner to the right documents, and clarify where discovery should begin. (Est. 1-2 hrs)
May 18-Jun 5
Gartner Step 1: Build the Tech Radar and Workforce Impact View
Gartner develops the C&C Tech Radar, evaluates AI skills maturity, maps ADC job functions into the Workforce Impact Model, and runs the discovery interviews that will feed the Current State Workshop.
Inputs
Step 0 schedule, participant list, and kickoff decisions
Strategy, workforce, and technology documents requested by Gartner
Job family data, resource levels, current AI usage, and team baseline inputs
Outputs
C&C Tech Radar and interview themes synthesized for review
AI Skills Maturity Report in development
Workforce Impact Model in development across ADC C&C job families
Current-state findings and workshop materials prepared for review
Roles (Estimated hours)
Gartner: Run interviews, develop the Tech Radar, assess AI skills maturity, and map job functions into the Workforce Impact Model. (Est. 12-16 hrs across the period)
Michael: Help Gartner get the right follow-up information, resolve documentation gaps, and review interim Step 1 outputs. (Est. 3-4 hrs)
Managers: Respond to clarification requests, correct job-family assumptions, and help Gartner test the workforce-impact view against team reality. (Est. 2-3 hrs)
To be planned: Week of Jun 1
Current State Workshop
The department and Gartner review the current-state findings from Step 1 together, pressure-test the AI skills maturity and workforce impact views, and confirm which job families and value streams should move into deeper redesign first.
Inputs
Draft AI Skills Maturity Report
Draft Workforce Impact Model
C&C Tech Radar and interview themes
Managers and workshop participants from the department
Outputs
Reviewed current-state findings across AI skills maturity and workforce impact
Confirmed job-family implications that Gartner should carry into final Step 1 outputs
Agreed first priority job families and value streams for Step 2
Roles (Estimated hours)
Managers: Review the current-state findings live, challenge anything that does not fit team reality, and agree which job families and value streams move forward. (Est. 12-14 hrs across two days)
Gartner: Present the Step 1 findings, explain the Workforce Impact Model, and facilitate the workshop decisions. (Est. 12-16 hrs incl. prep)
Michael: Run the workshop, keep the group on agenda, and capture decisions and open items in real time. (Est. 14-16 hrs incl. prep)
Checkpoint: Check-in to confirm the group is comfortable with the current-state findings, the workforce-impact view, and the first Step 2 priorities before the workshop closes.
Jun 8-12
Complete Step 1 Outputs and Select Step 2 Scope
Gartner closes Step 1 by finalizing the current-state findings, completing the AI skills maturity and workforce impact outputs, and confirming the job families and value streams that move into Step 2.
Inputs
Current State Workshop decisions
Step 1 analysis work in progress
Department baseline and supporting documentation
Outputs
AI Skills Maturity Report finalized
Workforce Impact Model finalized with clearer job-family implications
Selected job families and value streams confirmed for Step 2
Roles (Estimated hours)
Gartner: Finalize the Step 1 outputs and document what will carry into Step 2. (Est. 8-10 hrs)
Michael: Review the Step 1 outputs, update the department plan, and confirm the transition into Step 2. (Est. 2 hrs)
Managers: Confirm or correct the final Step 1 view before Gartner begins the deeper redesign work. (Est. 1-2 hrs)
Checkpoint: Check-in to review the Step 1 findings together, confirm they reflect reality, and resolve any gaps before the engagement moves into transformation work.
Using the Step 1 outputs, Gartner redesigns jobs with AI as a partner through value chain mapping, AI-First job skills and capability inventory work, and workforce capability gap analysis. Step 2 focuses on selected job families and value streams, then uses the Target State Workshop to review what should carry into Step 3.
Primary inputs
Completed Step 1 outputs, selected job families and value streams, discovery participants, and the additional role, workflow, and capability detail from managers closest to the work.
Primary outputs
AI-First Job Skills & Capability Inventory, Value Chain Mapping, Workforce Capability Gap Analysis, and the Target State Workshop.
Jun 15-Jul 24
Gartner Step 2: Value-Stream and Capability Transformation Work
Using the selected job families and value streams, Gartner moves into deeper transformation work on the priority value streams, target-state workflows, role implications, and capability shifts.
Inputs
Completed Step 1 outputs
Selected C&C job families for deeper analysis (up to 8)
Selected value streams for detailed discovery and analysis (up to 8)
Value stream SMEs, interviews, and supporting documentation
Outputs
Level 1 Value Chain Mapping for the first critical security and compliance workflows
Human and AI task distribution assumptions for those value streams
AI-First Job Skills & Capability Inventory
Workforce Capability Gap Analysis and future-state functional requirements
Key decisions and change options for the C&C organization
Roles (Estimated hours)
Gartner: Lead the value-stream transformation analysis, map the work, define target-state implications, and develop the Step 2 deliverables. (Est. 12-18 hrs across the period)
Managers: Provide detailed input on the selected job families and value streams, validate the mapping against how the work actually runs, and challenge inaccurate assumptions. (Est. 4-6 hrs across the period)
Staff: Provide working-level detail on workflows, decision points, and handoffs when Gartner or managers need clarification. (Est. 1-2 hrs if asked)
Michael: Review work in progress, connect the analysis back to the department roadmap, and track the open issues that need workshop review. (Est. 3-5 hrs)
To be planned: Jul 30-31
Target State Workshop
Before Gartner moves into Step 3, the department meets live with Gartner to review the Step 2 target-state outputs, pressure-test the role and work-design implications, and confirm what should carry into the final strategy and roadmap.
Inputs
Step 2 value-stream outputs
Role, job-family, and technology implications
AI-First job skills and capability view
Workforce capability gap analysis
Outputs
Validated Value Chain Mapping, Job Skills & Capability Inventory, and Capability Gap Analysis outputs
Live decisions on which target-state implications and role changes carry into Step 3
Agreed changes Gartner should make before turning Step 2 outputs into final recommendations
Roles (Estimated hours)
Gartner: Review the Step 2 outputs live, explain the implications, and walk through what would carry into Step 3. (Est. 8-10 hrs incl. prep)
Managers: Collectively decide what should carry into Step 3 and challenge or confirm the findings based on team reality. (Est. 6-8 hrs across the session)
Michael: Facilitate the workshop, capture the decisions, and document what Gartner needs to revise or emphasize next. (Est. 8-10 hrs incl. output capture)
Checkpoint: Check-in to validate that the Step 2 outputs are accurate and credible, resolve any outstanding concerns, and confirm the team is aligned before the final strategy phase begins.
Gartner and the department finalize the workforce recommendations, job redesign and skills roadmap, Executive Summary / Presentation, and the Strategy Workshop story. The department then reviews the final package and decides what comes next.
Primary inputs
Validated Step 2 outputs, Target State Workshop decisions, draft roadmap direction, and the department's view of readiness, capacity, organization design, and priorities.
Primary outputs
Workforce Recommendations, Job Redesign & Skills Roadmap, Executive Summary / Presentation, Strategy Workshop, and the department’s final decision package.
Jul 27-Aug 14
Gartner Step 3: Finalize the Workforce Strategy and Roadmap
The department and Gartner finalize workforce recommendations, a job redesign and skills roadmap, the Executive Summary / Presentation, and the Strategy Workshop storyline together — incorporating what was learned through interviews, workshops, and collaborative analysis.
Inputs
Validated Step 2 outputs
Target State Workshop decisions and draft roadmap direction
Department review points on organization structure, ways of working, and change implications
Outputs
Workforce Recommendations on role changes, organization implications, and ways of working
Job Redesign & Skills Roadmap covering redesign, selection, and upskill/reskill direction
Executive Summary / Presentation, Strategy Workshop content, and final department plan ready for decision
Roles (Estimated hours)
Gartner: Assemble the final consulting outputs, including recommendations, roadmap, and Executive Summary / Presentation. (Est. 10-14 hrs across the period)
Michael: Integrate those outputs into the department plan, prepare the decision package, and outline the next-step options. (Est. 8-12 hrs)
Managers: Review the final package, identify sequencing and ownership concerns, and prepare input for the next-step decision. (Est. 1-2 hrs)
To be planned: Aug 13-14
Strategy Workshop
The department reviews the final recommendations and roadmap with Gartner, then confirms what changes Gartner should make before the final package is accepted.
Inputs
Final department plan and Gartner recommendations
Job redesign and skills roadmap
Executive Summary / Presentation and Strategy Workshop materials
Department view of readiness, capacity, and priorities
Outputs
Reviewed final recommendations and roadmap with live feedback from the department
Agreed changes Gartner should make before the final package is accepted
Roles (Estimated hours)
Michael: Frame the review points, capture changes requested in the workshop, and document what still needs to be adjusted before final acceptance. (Est. 2-4 hrs)
Managers and staff: Review the final package live, challenge anything that does not fit reality, and confirm what Gartner should revise or emphasize. (Est. 30-60 min, plus workshop time)
Checkpoint: Check-in to confirm the team is aligned on the final recommendations, any requested adjustments, and what is needed before acceptance.
Aug 17-21
Accept Final Outputs and Make the Next-Step Decision
The department accepts the final Gartner package and then makes the next-step decision on sequencing, ownership, and whether to engage Gartner for additional scope or continue internally.
Inputs
Final Gartner recommendations and revised deliverables
Job redesign and skills roadmap
Executive Summary / Presentation
Department view of readiness, capacity, and priorities
Department decision on sequencing, ownership, and whether to engage Gartner or run the remaining value-stream analysis internally
Roles (Estimated hours)
Michael: Prepare the acceptance and decision package, frame the decision options, and capture the agreed next steps. (Est. 2-4 hrs)
Managers and staff: Provide input on readiness, available capacity, and preferred approach, then collectively decide how to handle remaining value streams. (Est. 30-60 min, plus decision time)
Checkpoint: Check-in to confirm the team is aligned on the accepted outputs and the next-step direction after Gartner completes the SOW.
Analyst Session
One Gartner analyst joins the Department staff meeting
Briefing on latest trends, key terms, and time for questions
Prepares the team for the consulting engagement
Multi-Phase Consulting Partnership
15-week engagement with the department
Stakeholder interviews plus a Current State Workshop, Target State Workshop, and Strategy Workshop
Focus: workforce impact, workflow redesign, job redesign, and actionable roadmap
See the Gartner consulting SOW for additional details
This engagement is expected to reflect the department's culture at every stage. These are the behaviors and standards that will guide how we work with Gartner and with one another.
📚
Lifelong Learning We proactively seek feedback and pursue better ways of working. We are committed to self-development and embrace a growth mindset because there is always more to learn.
Feedback · Growth · Development
Build a common AI literacy baseline before Gartner Consulting begins so managers and staff can contribute from the same starting point.
Use the analyst session, interviews, workshops, and readouts to ask questions, seek feedback, and improve how we work.
Share what we learn from Gartner across the department so knowledge compounds instead of staying with a small group.
Use the skills inventory and capability gap analysis to define how the department should develop over time.
Encourage team members to independently explore AI, automation, and workforce-transformation topics so they bring informed perspectives into workshops and interviews.
🤝
Trusted Partners We are the go-to for cyber and compliance topics for the business. We trust our fellow team members and they trust us. We foster collaboration through empathy, inclusion, and respect.
Autonomy · Inclusion · Trust · Consistency
Bring real workflows, dependencies, and control constraints into the engagement so Gartner sees how C&C actually operates.
Involve the people closest to the work in interviews and workshops so domain expertise is represented accurately and respectfully.
Be explicit about how proposed changes would affect the business teams, products, and customers that C&C supports.
Follow through on commitments, decisions, and next steps so the department is consistent and dependable throughout the engagement.
Protect the trust our business partners place in us by ensuring AI-related changes strengthen — not disrupt — the service levels and coverage they depend on.
🗣
Transparent Communication Over-communicate goals, challenges, and progress. Seek constructive alignment and proactive collaboration.
Visibility · Shared Decisions · Clarity
Keep the plan, timeline, open questions, and major decisions visible to the department throughout the engagement.
Share work in progress, workshop outputs, and Gartner deliverables in plain language so people understand both direction and reasoning.
Use review points and readouts to seek constructive alignment before outputs harden into decisions.
Create space for a healthy exchange of ideas by inviting questions, concerns, and alternative views at each major phase.
🎯
Accountable for Team Outcomes Our team results speak for all of us. Each member strives for high standards, considers the long-term impact of our work, and continuously holds one another accountable.
High Standards · Shared Accountability · Long-term Impact
Hold a high quality bar for everything that goes to Gartner because the department’s results speak for all of us.
Review one another’s drafts and challenge outputs that do not reflect reality before they move forward.
Treat common literacy, strong submissions, and useful feedback as shared responsibilities across the department.
Hold ourselves accountable for the long-term impact of the recommendations and changes that follow.
Close every working session with documented next steps — owner, deadline, and expected outcome — so nothing stalls between meetings.
See the Gartner consulting engagement statement of work below.