OVERVIEW
Electric Utility
1,000 Employees
AI Adoption
Piloting an AI change activation platform enterprise-wide
"Alignment is our ultimate priority because it influences whether a transformation succeeds or fails. When our employees fully understand and embrace the strategy and feel equipped to support it, the organization is better positioned to implement change successfully."
Omari Frederick, Senior Manager, Corporate Communications
The Challenge
LUCELEC, the sole electric utility provider in Saint Lucia, was in the midst of one of the most significant strategic agendas in its history, focused on operational excellence, organizational capability, and long-term sustainability. Employees across technical, operational, field, and corporate functions needed to understand what was changing, why it mattered, and how their own roles connected to the strategy.
Information and feedback were scattered across an Employee Information Centre, WhatsApp, email, newsletters, video, and manager-led meetings, with no coordinated view of participation or consumption. Intranet analytics showed high bounce rates with only anecdotal guesses as to why, shift-based and field employees were historically the hardest to reach, and the communications team was spending hours a day hand-creating and distributing content across every channel.
The Approach
Naming the original cohort the "Brave 100" and using peer-to-peer influence to build interest, so employees outside the pilot began asking why they weren't included.
Delivering mobile-accessible podcasts, videos, and short-form content for employees who don't work primarily at a desk.
Training people managers as a reinforcement layer, with some becoming content creators themselves — recording podcasts and on-camera interviews that Tigerhall's AI turned into polished, personalized activation content.
Using Tigerhall's AI content engine to turn rough documents and raw recordings into podcasts, power reads, or videos with no external producers and no editing cycles.
Evaluating the platform against clear success criteria for activation, proficiency, and speed of adoption before committing to enterprise scale.
Results & Impact
The pilot exceeded every success criterion: 99.3% activation against a 65% threshold, a 93% proficiency score against a 75% target, and 80.89% speed of adoption against an expected 70% — closing on scope and under budget. Employees fit Tigerhall into the flow of their day, listening to podcasts on the job, while exercising, or between tasks, and employees who had been quiet or wary of technology became some of the platform's most active voices.
The result was formalized in LUCELEC's own governance process: the company's Initiative Portfolio Board approved closure of the pilot as a successful validation of platform fit, activation strategy, and enterprise operating requirements. "What impressed me about Tigerhall is its ability to bridge the gap between strategy and activation," said Ian Peter, Chief Strategy Officer.
"At LUCELEC, strategic alignment, engagement, and change readiness are becoming increasingly important as we navigate a rapidly evolving business environment. What impressed me about Tigerhall is its ability to bridge the gap between strategy and activation. Rather than simply sharing information, it helps create understanding, reinforce priorities, amplify leadership visibility, and supports meaningful behavioral change."
Ian Peter, Chief Strategy Officer
Looking Ahead
LUCELEC is now rolling Tigerhall out to every employee across the organization, embedding it into change programs, policy rollouts, leadership communications, onboarding, capability building, and employee feedback. The team is already evaluating further ideas, including in-platform think tanks, alongside potential savings on content creation, surveys, training, and platform licenses as part of its enterprise benefits-realization process.
