AI coaching for managers
The feedback conversation you’ve been putting off for weeks.
Practise it here.
Your managers practise feedback talks, conflicts and one-to-ones with AI characters who react like real people. No audience, as often as they like, with feedback after every conversation.
No obligation. We show you Kaite with your managers’ own conversations.
The conversations that matter
Leadership shows in conversation.
The hardest conversations a manager has are rarely practised in a seminar. With Kaite, your managers have them first, as often as they like.
Critical feedback
Name the behaviour, explain the impact and reach an agreement, without the conversation tipping over.
Keeping good people
Address withdrawal early, listen and find out what would make someone stay.
New to leading
From colleague to manager: set expectations and boundaries, even with old friends on the team.
From the Kaite Library
Scenarios your managers can practise today.
Real scenarios from the Library. Open one and try it yourself, no account needed.
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Over six months Isabelle has withdrawn and does only the bare minimum.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
Sarah
Team member
Stay interview: a team member is pulling away
Sarah has become quieter and less engaged. In a private one-to-one, rebuild trust, find out what is behind it and keep the door open before she checks out.
Your goals
- Name what you noticed and invite her to open up
- Find out what demotivates her
- Explore what would make her stay
- Agree on a follow-up without quick promises
Thomas
Former peer
From colleague to manager
You’ve just been promoted to lead the team you used to be part of. Thomas, an old colleague, expects special treatment. Set clear expectations and stay friendly.
Your goals
- Acknowledge the change
- Set boundaries and expectations
- Reassure him
- Stay firm but friendly
Mehmet
Team member
Delivering a termination with respect
After months of feedback and two formal warnings, the decision to end Mehmet’s employment is final. Say it clearly in the first minute, stay steady when he reacts, then move to next steps.
Your goals
- Deliver the message within the first minute
- Hold his reaction without debating
- Move to next steps once he is ready
Your leadership topic isn’t here? We build scenarios from your own guidelines and situations. See Kaite Studio
Your own scenario
The conversation your managers avoid. Ready to practise in 48 hours.
A conversation that keeps getting put off in your organisation? 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 leadership principles 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 your managers 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: Mehmet
Summary
You stuck to the facts and reached a clear agreement. Next time, ask for his view sooner.
Analysis
Behaviour named concretely
You named dates and consequences, not character traits. That takes the sting out of the criticism.
“Your last two project updates came in two days after the deadline.”
His view
Mehmet only opened up once you asked. Until then he was defending himself.
Try earlier: “How have the last few weeks been for you?”
Your skill profile
Key skill dimensions based on your responses.
Conversation history
The AI character's mood over the conversation.
In a manager’s week
Practice between two meetings.
No training day
No seminar slot and no acting in front of colleagues. Managers practise when it fits their calendar, as often as they need.
13 languages
International leadership teams 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.