Your GREY Score™ Report provides a comprehensive analysis of your organization's AI maturity. Through our proprietary assessment methodology, we deliver actionable insights that enable you to benchmark your current state, identify critical gaps, and chart a strategic path toward reaching your business goals, leveraging the power of AI.
How Your Report is Organized
Your comprehensive assessment includes the following:
| Section | What You Receive | Tab |
|---|---|---|
| About Your Report | Understanding your GREY Score™ Report | 1 |
| Assessment Methodology | The GREY Score™ framework and evaluation approach | 2 |
| Executive Summary | Key findings and recommendations | 3 |
| Division Overview | Cross-divisional performance comparison and insights | 4 |
| Division Performance | Cross-divisional performance comparison and insights | 5 |
| Finance & Accounting | Deepdive of the team's core strengths and weaknesses | 6 |
| Investments | Deepdive of the team's core strengths and weaknesses | 7 |
| Business Development | Deepdive of the team's core strengths and weaknesses | 8 |
| CEO & Operations | Deepdive of the team's core strengths and weaknesses | 9 |
| Evidence & Documentation | Survey statistics and key discussion themes | 10 |
Understanding Your AI Maturity Score
Your organization receives an overall GREY Score™ between 20-100, complemented by four individual pillar scores. This composite scoring system enables precise identification of strengths and opportunities across your AI landscape. Organizations progress through five distinct maturity stages, each representing a significant evolution in AI capability and value creation.
Exploring
Initial
Learning
Growing
Scaling
Structured
Strategic
Mature
Transformative
Pioneering
Our Proprietary Assessment Framework evaluates your organization across four critical pillars of AI maturity. Each pillar is rigorously analyzed through evidence-based criteria, generating individual scores that aggregate into your comprehensive GREY Score™.
The Four Pillars of AI Maturity
Each pillar represents a critical dimension of AI maturity. Your individual pillar scores illuminate specific strengths and improvement areas, enabling targeted intervention strategies.
Overall GREY Score
Your organization has moved beyond experimentation and is primed for rapid acceleration. Elevating AI-ready data management and targeted coaching to boost executive literacy will raise readiness and amplify performance. Well-designed strategic sprints will convert this momentum into visible ROI and decisive market leadership.
Performance by Pillar
Governance
Readiness
Execution
Yield Potential
14-DAY QUICK WINS
- Launch Chief-of-Staff (CoS) Automation
- Launch firm-wide Microsoft 365 Custom Outlook Agent
- Enable firm-wide speech to text (STT)/transcript provider
- Book four weekly AI Executive Coaching sessions for C-Suite
- Launch Slack channel #ai-test-drive (e.g., AI stories swap)
High ROI Sprint Strategy
The following recommendations are designed to deliver quick wins and continuous improvement, ensuring a sustainable path towards a fully AI-enabled organization. These strategies are rooted in our GREY Score™ research, addressing identified weaknesses and prioritizing practical, low-burden implementations that consider specific needs and existing challenges.
30-Day Sprint
- Launch The Data Project (e.g., data mapping)
- Launch custom CoS Automations for CEO, COO
- Launch additional AI Office Hours
- Create AI Governance Committee
- Launch Slack channel #ai-showcase (e.g., weekly “show and tell”)
60-Day Sprint
- Launch "Ask-IMBeezy" GPT (e.g., internal queries)
- Launch 2 Operations GPTs (e.g., HR, ESG)
- Launch 2 Finance GPTs (e.g., data entry, AR/AP)
- Launch Spark Rewards Program
- Publish IMB Responsible AI Principles
90-Day Sprint
- Launch custom CoS Automations for CFO, CIO
- Launch 2 Investment GPTs (e.g., CIM review, drafting)
- Launch 2 BD GPTs (e.g., diligence, pitching)
- Launch Micro-Training Pathways
- Publish IMB Responsible AI policy
| Division | Governance | Readiness | Execution | Yield | GREY Score |
|---|---|---|---|---|---|
| Finance & Accounting | 52 | 51 | 57 | 54 | 54 |
| Investments | 52 | 57 | 55 | 58 | 56 |
| Business Development | 61 | 61 | 65 | 64 | 63 |
| CEO & Operations Group | 54 | 54 | 43 | 59 | 53 |
| Division | AI Literacy | Sharing Team Culture | Attitude & Initiative | Company Processes & Resources | Average |
|---|---|---|---|---|---|
| Finance & Accounting | 59 | 27 | 70 | 46 | 51 |
| Investments | 63 | 47 | 64 | 54 | 57 |
| Business Development | 69 | 58 | 74 | 56 | 64 |
| CEO & Operations Group | 66 | 40 | 65 | 46 | 54 |
Key Findings Summary
- AI Expertise Concentration: The Business Development team holds the highest GREY and AI Literacy scores, positioning function-agnostic GPTs they build to significantly uplift the firm.
- Collaboration Bridge: The Investments team combines a balanced GREY Score™ with a healthy sharing culture, positioning it as a natural cross-division facilitator and firm leader.
- Execution Bottleneck: The CEO & Operations team struggles with execution, signaling a need for additional support learning to work with and share experiences with LLMs.
- Sharing Culture Gap: The Finance & Accounting team's low sharing culture indicates entrenched silos, allowing lessons to die in LLM chats and mistakes to repeat, in LLM chats, if unaddressed.
- Process Weakness: The Finance & Accounting and CEO & Operations .teams experience friction regarding firm resources and processes, addressable with quick firm action.
- Governance Plateau: Governance scores generally stagnate, indicating immature policy and oversight, creating data leakage and tool misuse risk, absent guardrails.
Competitive Analysis
- Leader: Business Development leads with GREY Score of 63, but still 22 points below Leading threshold
- Gap to Close: All divisions need 22-32 point improvements to reach Leading status (85+)
- Critical Issue: Sharing Culture scores below 50 in three divisions signal collaboration crisis
Current Standings
52
Governance
51
Readiness
57
Execution
54
Yield Potential
59
AI Literacy
27
Sharing Culture
70
Attitude & Initiative
46
Company Processes
Executive Summary
- Change Momentum High initiative shows openness to AI for reconciliations, manual tasks, and reporting, accelerating monthly close and paving the way for revenue-generating activities.
- Knowledge Silos: Extremely low sharing habits nearly counter the gains possible with the team’s positive attitude and initiative and AI literacy score.
Core Strengths
Attitude & Initiative
- Automation Appetite: The team pushes to offload repetitive tasks in favor of more strategic work, positioning them to shed repetitive, low value work to work that hits the bottom line.
- What’s at Risk: Understanding what is at risk by not adopting AI encourages the team to seek out solutions like automation, AI agents and more, putting them on the cutting edge of possibilities with AI.
AI Literacy
- Terminology Fluency: The team understands input risk and output limitations, priming them to be good stewards of financial information and question generated outputs.
- Cautious Optimism: Aware of the nuances of model training and naturally process-oriented, the team is uniquely positioned to leverage AI aggressively, but with caution.
52
Governance
57
Readiness
55
Execution
58
Yield Potential
63
AI Literacy
47
Sharing Culture
64
Attitude & Initiative
54
Company Processes
Executive Summary
- Strategic Alignment: The team recognizes AI’s potential to shift focus toward higher-impact work, pairing enthusiasm for automation with a strong awareness of data risks and a clear sense of urgency.
- Knowledge-sharing Inertia: The team rarely keeps a shared log of AI successes and failures or swaps tool tips with peers, threatening productivity by forcing each member to discover effective workflows on their own.
Core Strengths
Attitude & Initiative & AI Literacy
- Strategic Pull: Teams know where guidance lives and how to apply it enabling cleaner compliance paths for vendor tools and data rooms.
- Model Awareness: The team shows strong fluency in AI limitations and safeguards, recognizing both the risks of hallucination and the value of fine-tuning models to reflect company standards and move at scale.
Readiness & Yield Potential
- Change Readiness: The team combines a clear sense of AI’s strategic value with strong peer collaboration and structured transition habits, creating fertile ground for scaling high-impact adoption.
- Efficiency Drive: The team embraces AI to offload tedious work and exercises data caution before inputting sensitive information, accelerating report preparation and freeing capacity for higher-value analysis.
61
Governance
61
Readiness
65
Execution
64
Yield Potential
69
AI Literacy
58
Sharing Culture
74
Attitude & Initiative
56
Company Processes
Executive Summary
- Proactive Ownership: Elevated initiative indicates teams act on AI opportunities without waiting for direction, keeping pipeline motion strong.
- Process Inconsistency: Uneven or absent resources constrain repeatability of wins across pursuits, threatening the ability to leverage AI to increase conversion rates.
Core Strengths
Attitude & Initiative
- Self-starting Culture: Individuals volunteer new AI workflows in live pursuits and follow through, boosting daily productivity and enabling more strategic work.
- Proactive Learning: Teams independently acquire skills to test prompts and refine outputs, enabling higher reply rates and win probability.
AI Literacy
- Conceptual Clarity: A strong grasp of AI strengths/limits reduces misapplication risk, enabling and encouraging continued use of AI to drive returns.
- Tool Fluency: The team fluently uses a range of AI tools, boosting throughput by compressing tasks like deal sourcing, email personalization, and call preparation.
54
Governance
54
Readiness
43
Execution
59
Yield Potential
66
AI Literacy
40
Sharing Culture
65
Attitude & Initiative
46
Company Processes
Executive Summary
- Solid AI Fluency: Broad, dependable literacy positions the org to scale enablement quickly, creating leaner operating rhythms that hit the bottom line.
- Isolated Wins: Successes seldom circulate across team members, threatening enterprise scale and blocking AI’s ability to elevate team performance at scale.
Core Strengths
AI Literacy
- Common Vocabulary: Shared terminology eases cross-functional alignment, enabling faster critical decision cycles.
- Confidence with Data: The team understands risks of hallucination and data leakage to LLMs, enabling critical protection of proprietary data and the integrity of outputs.
Attitude & Initiative
- Action Orientation: The team generally doesn’t wait for instructions on how to use new tools; it acts, sharpening resource decisions by testing quickly and often.
- Strategic Appetite: The team sees clear opportunities for AI to offload low-value tasks and elevate their roles, paving the way for more strategic contributions to the firm.
Survey statistics, key quotes, and themes supporting the assessment findings.
Survey Statistics
- Response Rate: 100% (19 of 19 employees)
- Assessment Duration: 2 weeks
- Interview Sessions: 6 leadership interviews
- Other Data Sources: Meetings with team members, AI Office Hours, AI Coaching Sessions, Team Trainings
Key Discussion Themes
- Company-wide excitement about AI’s productivity potential
- Inbox and task overload spark demand for automation and AI agents
- Teams seek practical coaching - prompt training and office hours
- Cleaner, structured data map and consistent processes viewed as key to scaling AI wins
- Desire for quick-win pilots (14-90 days) to demonstrate value fast
- Strong preference to outsource as much as possible
💬 Key Quotes from Leadership
“We get lost in Slack—can an assistant pull the action items out and drop them straight into Asana for me?”
Chief of Staff Automation
“It’s almost like I need a personal trainer … I need the handheld model a little bit.”
Custom GPTs
“[We are] literally recording thousands of transactions in Excel… massive spreadsheets…—there’s got to be a better way.”
The Data Project
“Connecting all these different data sources is hugely painful and leads to errors. AI could fix this overnight.”
AI Executive Coaching
“I really want an AI chief-of-staff—something better than an EA—to sort email, build my to-do list and manage the calendar.”
Chief of Staff Automation