The conversation you have been putting off. Let us rehearse it first.
Chris is a leadership coach that knows your world: your feedback, your practice, the people you work with. It helps you prepare what you are going to say, says the hard part back to you before the other person does, and remembers what happened afterwards.
Practise the hard conversation on someone who pushes back
Tell Chris who you need to talk to and what has been happening. It builds the other person from what you wrote, in their style rather than a generic one, and then plays them. You can type it or say it out loud. When you drift into blame, or soften the ask until it disappears, Chris stops the scene and tells you, then hands it back to you to try again.
Afterwards you get a debrief: what you held, where you wobbled, the line worth keeping, and the one thing to change tomorrow.
Four things, every week
Develop
One practice at a time, with the reps that make it stick.
Take Action
What you said you would do, and whether you did it.
Lead
The people you work with, and what each of them needs from you.
Reflect
What happened, what you learned, what you do next.
The behaviour change engine for the leadership programme you already have
You have probably already bought the workshop, the framework, the 360s and the facilitator. None of that is wasted, and none of it is what fails. What fails is the Tuesday after: everyone goes back to a full inbox, and the model that made complete sense in the room never survives contact with a hard week.
Chris is the part that was missing between the sessions. It takes the model you already teach and turns it into one behaviour per leader, this fortnight, in your language, then keeps asking, keeps counting, and keeps handing back what the leader’s own team said about whether it changed.
Bring your own model
Your values, principles and language go into Chris, so the coaching reinforces your framework rather than competing with it.
Your assessments feed it
The 360s and profiles you already run become the starting point for what each leader practises next.
It lives between the sessions
One practice, reps logged weekly, and a short pulse to the team, so the programme is still working in month six.
We are not asking you to replace your programme. We are asking what happens to it on the Tuesday, and offering to be the answer.
Two ways in
One leader can start this afternoon without asking anyone. An organisation is buying something different: proof that the behaviour stuck, and a culture that moved with it.
Get better at the part you avoid
Chris is a leadership coach that knows your world and is there at the moment you need it. It prepares the hard conversation with you, plays the other person so you can rehearse it, and remembers what happened afterwards.
- A coach at 11pm on a Tuesday. Chris is there when the thing actually happens, not a fortnight later in a session you have to book. Talk it through in the car park before you go back in.
- It knows your situation, so you stop explaining it. Your 360, your practice, your team, your own documents and every conversation you have had. It remembers what you said last month and asks how it went.
- Rehearse the conversation before it counts. Chris plays the other person, built from your own preparation, and pushes back the way they will. Type it or say it out loud. Then a debrief on what held and what wobbled.
- One practice, and the reps that make it stick. Not a reading list. One behaviour at a time, chosen from your feedback, with weekly reps that turn it into how you actually lead.
- Find out how it is landing. Your own short pulse asks the people around you whether anything changed. The answer decides what you work on next.
- A thinking partner, not a script. Ask it about psychological safety, a book you are reading, or how to word a survey. It will teach you properly, disagree with you, and stay in the hard part rather than tidying it away.
No team, no roster, no administrator. Useful in the first conversation.
Embed the behaviour, and be able to show it
Leadership programmes fade because nothing carries them into the week after. Chris is the thing that carries them: one practice at a time, in your language, measured by the people on the receiving end rather than by the leader's own account of how it went.
- Your culture, built into the coach. Your values and language sit inside every conversation.
- One practice at a time, reps logged. Adoption is a number, not an impression.
- Measured by the people on the receiving end. A short pulse asks the team whether it changed.
- The hard conversations actually happen. Rehearsed first, which is where most programmes lose people.
- Cohort by cohort, training included. A rollout plan, and assessments that feed Chris directly.
Reporting is aggregate by design. An organisation sees whether the practice is landing; it never sees an individual's answers.
Start on your own. Bring your team when you are ready.
Everything on the Leader plan works without a team, a roster or an administrator. You sign up, and Chris is useful in the first conversation.
Leader
Chris makes you better.
Free for 30 days
No card. Keep going for a small monthly fee.
- Chris, your coach, any hour of the day
- Your One Big Practice, and the weekly reps that build it
- Your own Pulse: how the people around you say it is landing
- Prepare and rehearse a hard conversation before you have it
- Your 360 and your own documents, so Chris knows your world
Team
Chris knows your people.
Per leader, monthly
Everything in Leader, for you and the people you lead with.
- Your roster: the people you lead with, and what each one needs
- MotivateX profiles, shared both ways
- Team Pulse on your own cadence, to whoever you choose
- Briefings that turn what your team said into one practice
- Nudges on your phone, so the practice survives a busy week
Enterprise
Culture change, measured.
Let us talk
Priced on scale, with training included.
- Everything in Team, across every leader you choose
- The embedding layer for your current culture programmes: Chris coaches in your values, your language, your leadership principles
- Accountable Conversations training, facilitated
- Assessments that feed Chris directly
- Org-wide reporting, without ever exposing an individual
- Your own rollout plan, cohort by cohort
Private, and not a performance review
Your conversations with Chris are yours. They are never shown to your manager, never used to assess you, and never pooled into a report about you. When your team answers a pulse, you see the average and never the individual. That boundary is the reason the honest version of a problem is worth typing.