Most people think alchemy is about turning lead into gold…they’re wrong.
The classical meaning of alchemy is the process of turning lead into gold. In truth, alchemy isn’t about making money; it’s about transformation.
A personal transformation.
We live in a world where AGI is here…it’s just not integrated yet. Enterprise Data is fragmented, and as you know, your AGI is only as effective as your oracle, your oracle being the collective consciousness derived from your knowledge graph.
So, in a world where your AGI is only as good as your oracle, how might we experience an organizational transformation?
The answer is simple, not easy.
The way we integrate AGI into the enterprise is through the process of alchemy. The true meaning of alchemy.
In order to achieve an organizational transformation, we must create an environment of continuous personal transformation for the curious adventurers in our teams, known as Champions.
Change the environment; change the behaviour. - Matios Berhe
Champions are the people within departments that everyone goes to. These Champions ARE the current oracle, in a way. It stands to reason that if you put all of the organization’s Champions from different departments in a room , you’d get as close to a collective consciousness oracle as possible.
By catalyzing Champion-Driven Personal Transformations, we achieve an organizational transformation. Our Champions must be empowered to create, not just get handed transformations, because of the principle of adoption.
The principle of adoption states that parents who give birth have a deeper stake in the success of their progeny. The same works in an enterprise.
If you would have enterprise adoption, one must first turn our Champions into parents, whereby they are the parents giving birth, not some consulting company. If an outside firm does all of the birthing work, adoption will be minimal because there will be no sense of parentage or ownership of the solution. In other words, to drive adoption, we must create parents.
In order to create parents, we must engage would-be parents in a process of personal transformation, where we level up their skills in response to their sense of adventure and curiosity. By unlocking their sense of adventure and curiosity by involving them in the Act of Creation, they’ll be the ones having babies, not the consulting company.
Once the Champions start making babies, they’ll do the adoption work because they’ll want to show off their baby pictures to the entire department.
Simple, not easy. But it’s where the real magic happens.
Organizational transformation is not about technology alone—it’s about people. It’s about their ability to see themselves as part of something greater, as architects of change rather than passive recipients. When Champions take ownership of transformation, they forge a culture of continuous evolution. The organization doesn’t just change; it becomes adaptive, self-sustaining, and future-proof.
The alchemy of transformation isn’t about implementing AGI, automation, or digital transformation as a static project. It’s about creating the conditions for perpetual reinvention. It’s about forging a workforce of alchemists—people who, through their own curiosity and creativity, transmute enterprise lead into gold.
Simple, not easy. But absolutely necessary.
Addendum: The Four Stages of Alchemy in Organizational Transformation
Alchemy follows a structured transformation process, traditionally divided into four stages: Nigredo, Albedo, Citrinitas, and Rubedo.
These stages map perfectly onto the journey of Champion-driven organizational transformation.
Nigredo (The Blackening – Breakdown & Chaos)
In the enterprise, Nigredo represents the initial phase of facing fragmentation, inefficiencies, and outdated structures. This is the phase where we acknowledge that enterprise data is fragmented and AGI is not yet integrated. It is the dissolution of old systems and mindsets, a necessary destruction before rebirth.Albedo (The Whitening – Clarity & Purification)
As Champions emerge, they become the guiding lights within their departments. This phase is about bringing clarity—aligning Champions, fostering curiosity, and establishing a shared vision. The organization begins purging inefficiencies and seeking coherence across its fragmented knowledge graph.Citrinitas (The Yellowing – Illumination & Mastery)
The Champions, now engaged in personal transformation, take ownership of enterprise initiatives. They are no longer passive participants but active creators. This stage represents the mastery of new systems, skill-building, and the creation of a self-sustaining culture of innovation.Rubedo (The Reddening – Integration & Completion)
True organizational transformation occurs when the Champions give birth to new processes and solutions. The enterprise fully integrates AGI, knowledge graphs, and adaptive frameworks. Champions proudly share their creations, fostering widespread adoption and cultural change.
By aligning organizational transformation with the four stages of alchemy, we ensure that change is not just imposed but organically cultivated. This is the path to true enterprise reinvention—an alchemical journey from chaos to mastery, from fragmentation to wholeness.
Addendum: Driving AI Adoption Through Motivation
Sustainable AI adoption requires intrinsic motivation. Research shows that when people are externally rewarded for behaviors they naturally enjoy—like problem-solving and innovation—it can backfire, reducing their long-term engagement (Overjustification Effect).
To avoid this, organizations must design environments where:
Champions have autonomy in how they integrate AI.
Learning and mastery are central to the process.
AI initiatives align with a greater purpose beyond efficiency gains.
Gamifying Transformation: The Six Motivation Types
People engage with transformation in different ways. The User Type Hexad model identifies six motivation drivers:
Purpose-Driven – Motivated by impact and mission.
Mastery-Driven – Thrive on skill development.
Autonomy-Driven – Value independence in execution.
Socialization-Driven – Engage through collaboration.
Change-Driven – Excited by innovation and disruption.
Rewards-Driven – Respond to recognition and incentives.
By understanding these drivers, organizations can design AI adoption strategies that resonate across different teams.
The Future of Enterprise AI: A Self-Sustaining Transformation
Champion-driven transformation doesn’t just introduce AI—it builds a culture of continuous reinvention. Organizations that empower their Champions don’t just adapt to change; they lead it.
AI adoption isn’t about technology alone. It’s about unlocking human potential.
Simple, not easy. But necessary.