Tenor builds conversation skills across your workforce, from sales calls to pay talks. Rising Team is built for one outcome: managers and teams that work better together, in engagement, retention and manager effectiveness.
Already on Tenor? Pilot Rising Team alongside it on a few of your teams, and see the difference in your own results.
Arti
My team just doubled in the reorg. Where do I start?
Here’s your plan, built around what your team has shared:
Coach managers with AI and rehearse hard conversations by voice, scored against a rubric, in Slack and Microsoft Teams.
Voice role-play simulations and an AI coach for skills across the workforce, from sales and pay conversations to performance reviews.
Arti works with the whole team, not just the manager: 100+ sessions the team does together, team intelligence from what each person shares, and a growth plan that adapts to both, at a desk or on mobile in the field.
Deployed Rising Team across the globally distributed CTO organization.
Both coach with AI, and both rehearse hard conversations by voice and score them. The difference is what they’re built to change. Tenor is a practice tool for the whole workforce, from sales objections to pay conversations, one person at a time. Rising Team is built for leadership and teams: Arti coaches each manager, and runs sessions the real team does together, turning what each person chooses to share into team intelligence. So the change shows up in engagement, retention and manager effectiveness, measured against a control group.
Opt-in by design. Team intelligence is only what people choose to share with their team. No tracking. No monitoring.
of the variance in a team’s engagement comes down to its manager
the fall in managers’ own engagement in a single year, the people expected to carry every change
of people feel more connected to their team after the very first session
A manager’s team just doubled in a reorg. Here are the next two weeks with Tenor, and with Rising Team’s Arti.
With Tenor The manager asks Tenor’s AI coach how to open the first meeting with the combined team, and gets solid talking points.
With Rising Team Arti rebuilds the manager’s growth plan around the reorg, then drafts the first meeting with them, in your leadership language, around what each person has chosen to share.
With Tenor Dana lost her lead role in the reorg. The manager rehearses the conversation with a Tenor voice character, and gets a scored report.
With Rising Team The manager rehearses it out loud, voice to voice. Arti plays Dana, pushes back the way she might, and scores the conversation on objective, clarity and empathy.
With Tenor The manager delivers the news well, then has to work out alone how to turn two teams into one.
With Rising Team The whole team runs a working styles session together in its regular meeting, with no prep and no facilitator. Everyone shares a user manual for how they work best.
With Tenor Tenor knows how the manager practiced. What the rest of the team needs is still a guess.
With Rising Team Arti folds what the team shared into the growth plan and adapts the next steps: a 1:1 with Sam, feedback for Priya in private.
Picture your own managers here? See Arti and a team session on the challenges they face this quarter.
Book a meeting| Feature | Tenor | Rising Team |
|---|---|---|
| What it’s built for | Conversation practice across the workforce: leadership, sales, pay conversations and performance cycles | Leadership and team development: manager effectiveness, engagement and retention |
| AI coach, any time | Tenor’s AI coach, for employees at every level, by voice or chat, in Slack and Microsoft Teams | Arti, for managers and individual contributors, at a desk or on mobile in the field, in Microsoft 365 and Copilot, Microsoft Teams, Slack and the web |
| Integrations | Slack, Microsoft Teams, Workday, Okta, learning systems and email | Microsoft 365 and Copilot, Microsoft Teams, Slack, Google Calendar, Outlook and single sign-on; HCM, HRIS and learning systems, to line up with moments like performance reviews |
| Team intelligence | Admin dashboards of practice across individuals and teams | What each person chooses to share in team sessions, which Arti uses to coach their manager |
| Practice hard conversations | Voice role-play simulations with AI characters, 250+ scenarios, scored on five criteria | Voice-to-voice role play, scored on objective, clarity and empathy |
| Team sessions | Not offered: practice and coaching are one manager at a time | A work styles assessment and a team health diagnostic, plus 100+ ready-to-run sessions the whole team does together, from 10 minutes inside a meeting it already has, led by its own manager |
| Security and AI safety | SOC 2 Type II and GDPR; coaching data not used to train AI | SOC 2 Type II, GDPR, CCPA and the EU AI Act; a 100% pass rate across enterprise security reviews; customer data never used to train AI |
From Tenor’s public website and help centre, November 2026. Tenor and Tenor Systems are trademarks of their owner, named here for comparison only; Rising Team is not affiliated with Tenor.
Customer-reported results show measurable gains in manager effectiveness, team engagement, retention, and productivity, and 5–10X ROI within the first year.
“Teams are way more resilient, and they’re way more able to adapt.”
Google Cloud Business Platform kept 1,200 people across engineering, product and design connected and effective through constant change.
“Rising Team helps us become even better. And with the ease of deploying it, Rising Team is one of the best solutions I’ve ever seen.”
Bank of Hawaii built a leadership culture across a distributed financial services organization, developing managers at scale without expanding the L&D team.
Want results like these? We’ll plan a pilot with you, measured against a control group.
Book a meetingArti and the team sessions use your values, leadership frameworks, feedback models and guardrails, including topics you’d rather Arti stays away from.
We plan a pilot with you on the teams where it matters most, and measure it against a control group.
Blood Cancer United rolled out in a few weeks, with an implementation specialist training its leaders.
Managers lead the sessions themselves. Bank of Hawai‘i reached more than 1,800 employees without growing its L&D team.
Rising Team is built to meet enterprise requirements with strong security, thoughtful privacy, and a track record enterprise teams can trust.
Both coach with AI and rehearse hard conversations by voice, scored against a rubric. Tenor is built for conversation skills across the workforce, from leadership to sales and pay conversations, practiced one person at a time with AI characters. Rising Team is built for leadership and teams: Arti, an AI leadership personal trainer, coaches each manager and runs 100+ ready-to-run sessions the whole team does together, with a work styles assessment and a team health diagnostic, and learns from what each person chooses to share. So each manager’s growth plan fits the real people on their team, and results show up in engagement, retention and manager effectiveness.
Yes. Companies choose Rising Team when they want manager development to reach the team: coaching, voice role play and team sessions in one platform, with a growth plan that adapts to each team and results measured against a control group.
Pilot it alongside Tenor on a few teams. Rising Team plans the pilot with you and measures it against a control group, so you see the difference in your own results: in the sessions each manager runs with their team, the team intelligence they create, and the scores that move.
Tenor gives admins dashboards that track practice and coaching across individuals and teams, while its role plays and coaching are one manager at a time. Rising Team adds what happens with the whole team: 100+ ready-to-run sessions each team’s own manager leads inside a meeting it already has, plus a work styles assessment and a team health diagnostic. What people share in them helps Arti coach each manager.
No. Arti is a leadership coach, not a surveillance tool: there’s no tracking and no monitoring. Team intelligence is only what people choose to share with their team in a session, such as how they like to work or be appreciated. Private conversations with Arti stay private, and the organization sees only anonymized trends, aggregated across people.
Yes, because they run inside meetings the team already has. There are 100+ sessions, from 10 minutes to 2 hours, and the shortest add a single question to a weekly meeting. Every session comes with step-by-step guidance, so managers lead the conversation themselves, with no prep and no lift from HR, and Arti coaches them before it.
Yes. Arti and the team sessions work on mobile devices, so frontline and deskless managers and their teams use Rising Team in the field, on the shop floor or at a branch, not only at a desk. Bank of Hawai‘i, for one, uses it across its branch teams.
Against a control group. Rising Team measures retention, manager effectiveness, productivity and engagement for teams with and without it. Customers see a 30% rise in trust and connection scores and a 20% or greater lift in manager effectiveness within one quarter, and report 5–10x ROI in year one.
Yes. Rising Team is SOC 2 Type II certified, GDPR and CCPA compliant, complies with the EU AI Act, and has a 100% pass rate across enterprise security reviews. It supports single sign-on, and data is encrypted with TLS 1.2 in transit and AES-256 at rest.
Yes. Rising Team works in Microsoft 365 and Copilot, Microsoft Teams and Slack, connects to Google Calendar and Outlook, supports single sign-on, and integrates with HCM, HRIS and learning systems, to reduce manual work and line up with key moments like performance reviews.
Never. Customer data is never used to fine-tune, train or improve any AI models at Rising Team or by its third-party partners, and each AI service it works with contractually commits not to train on the data it sends them.
30 minutes on your managers’ real challenges. Leave with a pilot plan.
“…with the ease of deploying it, Rising Team is one of the best solutions I’ve ever seen.”
Therese DickersonSVP Dir. of Organizational
Effectiveness, Bank of Hawaii
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