AI coaching for feedback conversations
“Have you got a minute?”
Practise what comes next.
Your people practise giving feedback clearly and respectfully, and taking it themselves. With AI characters who react like real people, without an audience and with feedback after every conversation.
No obligation. We show you Kaite with your team’s own conversations.
The conversations that matter
Feedback rarely fails on content. It fails on the first sentence.
Most people know what they want to say. It gets hard in the moment itself. With Kaite, your people practise exactly that moment.
Criticism that lands
Name a behaviour specifically, without the other person shutting down or having to justify themselves.
Feedback between peers
Raise what isn’t working as an equal, without authority and without straining the working relationship.
Your own impact
Listen, ask and acknowledge how your own words came across, when the feedback is about you.
From the Kaite Library
Feedback conversations your team can practise today.
Real scenarios from the Library: with team members, in the team and between colleagues. Open one and try it yourself, no account needed.
Chloe
Float nurse
Feedback on a short-staffed shift
On a short-staffed shift, a stressed float nurse skipped hand hygiene and left charts unfinished. When you raise it, she snaps back. Acknowledge the pressure without letting the safety standard slide.
Your goals
- Name the moment and the behaviour
- Explain the impact
- Ask for her view
- Agree on what happens next
Mehmet
Talented team member
The feedback conversation you’ve been avoiding
Mehmet works hard, but his last two project updates came in late and both needed rework. Give him clear feedback without getting pulled into blame or defensiveness.
Your goals
- Describe the behaviour you saw
- Explain the impact on the team
- Ask for his view and listen
- Agree on next steps
Isabelle
Team member
Quick feedback after the team meeting
You asked Isabelle to stay back after the meeting. Tell her what worked, what didn’t and what you’d like to see more of, and agree on a clear way forward.
Your goals
- Start positive and stay constructive
- Give clear, concrete feedback
- Encourage her to reflect
- Agree on next steps
Isabelle
Team member
Your best performer has gone quiet
Over six months Isabelle has withdrawn and does only the bare minimum. In her annual review, use active listening to find out what happened and rebuild trust.
Your goals
- Paraphrase to build a bridge
- Name the emotion in the room
- Ask open questions about the cause
- Commit to a credible first step
Isabelle
Team member
“We’ve done that already”
In a meeting you dismissed a team member’s idea with “we’ve done that already”. Now she feels her ideas are no longer welcome. Acknowledge the impact of your words and invite her ideas back in.
Your goals
- Acknowledge the impact
- Show that ideas are welcome
- Ask one curious question
- Agree on a small next step
Alexander
Colleague
Feedback after an inappropriate joke
At a team lunch, a colleague used the wrong pronouns for an intern and joked about it. Speak to him privately: describe what happened, explain the impact and ask for a specific change.
Your goals
- Create a safe setting
- Describe the behaviour and its impact
- Ask for a specific change
- Agree on a follow-up
Your organisation has its own feedback model? We build scenarios around it. See Kaite Studio
Your own scenario
The feedback that keeps going wrong for you. Ready to practise in 48 hours.
Describe a typical situation. We turn it into a draft scenario and walk you through it in the demo.
Free and without obligation.
Describe the situation
In a first call or a few lines: who talks to whom, and what it’s about.
A draft within 48 hours
Our editors build the scenario with its character, goals and feedback criteria, based on your feedback model if you like.
Try it together
You test the scenario yourself, then decide how to go on.
How a practice conversation works
Three steps, and as many second tries as you need.
- 1
Choose a scenario
From the Library or built for your organisation, in the browser or embedded in your learning platform.
- 2
Have the conversation
Type or dictate. The character’s mood reacts to every sentence, and your goals tick off as you reach them.
- 3
Get your feedback
Strengths, what to try next time and how the mood developed, as a report. Then try again.
Scenario completed
Feedback report: Isabelle
Summary
You named the behaviour specifically and invited Isabelle to reflect. Next time, agree on a fixed time to follow up.
Analysis
Specific, not general
You described an observable situation, not a trait. That made it possible for Isabelle to accept the feedback.
“Today you cut Mira off twice before she could finish.”
Agreement
At the end it was still open when you’d look at it again.
Try: “Shall we sit down briefly next week and see how it went?”
Your skill profile
Key skill dimensions based on your responses.
Conversation history
The AI character's mood over the conversation.
In everyday work
Practise before the real conversation.
Right before the meeting
Run through the conversation once more, shortly before it happens. As often as needed, without an audience.
13 languages
Your people practise in their own language. The AI character answers in the language they choose.
In the browser or your LMS
Nothing to install and no personal account. Scenarios can be embedded in your learning platform or intranet.
Frequently asked questions
Which industry are you in?
This helps us suggest scenarios your team will recognize.