Every AI coach helps the manager. Arti also works with the whole team, so the change shows up in engagement, retention and performance.
Already on Valence? 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:
Give every manager an AI coach, on call 24/7, built on your values and leadership frameworks, inside the tools they already use.
Nadia: one-to-one AI coaching and role play for the individual manager, with team assessments on the side.
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 the manager, and both rehearse hard conversations. The difference is everyone else on the team. Nadia sees them through the manager: what the manager says, and the manager’s calendar. Arti hears from them directly, in the sessions they do together, and turns what each person chooses to share into team intelligence. That’s what makes each manager’s growth plan specific, and the change last.
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 Valence’s Nadia, and with Rising Team’s Arti.
With Valence The manager asks Nadia 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 Valence Dana lost her lead role in the reorg. The manager role-plays the conversation with Nadia, and gets a debrief.
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 Valence 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 Valence Nadia knows what the manager has told it and what’s on their calendar. 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 | Valence | Rising Team |
|---|---|---|
| AI coach, any time | Nadia, for managers and employees, in Microsoft Teams, Outlook, Copilot and Slack | 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 | Microsoft Teams, Outlook, Copilot, Google Calendar and Slack; HCM, HRIS and learning systems | 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 | What the manager tells it, plus their calendar and Microsoft 365 context, and HR data | What each person chooses to share in team sessions, which Arti uses to coach their manager |
| Practice hard conversations | Role play: Nadia plays the other person, with guidance and a debrief | Voice-to-voice role play, scored on objective, clarity and empathy |
| Team sessions | Team tools: Perspective (work styles) and Align (team health), then a team conversation | 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 2, ISO 27001, ISO 42001 and GDPR; a 100% pass rate across 100+ enterprise security reviews | 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 Valence’s public website and announcements, November 2026. Valence and Nadia are trademarks of their owner, named here for comparison only; Rising Team is not affiliated with Valence.
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 give every manager an AI leadership coach tailored to your company, and both let managers role-play hard conversations. The difference is the team. Valence centres on Nadia, an AI coach for the individual manager, which sees the team through the manager: what the manager tells it, and their calendar. Rising Team’s Arti, an AI leadership personal trainer, also gives managers ready-to-run sessions the whole team does together, and learns from what each person chooses to share in them. So each manager’s growth plan is built around the real people on their team, and adapts as things change.
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 Valence 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.
Yes. Valence offers team tools, Perspective and Align: a work styles assessment and a team health diagnostic, followed by a team conversation. Rising Team has a work styles assessment and a team health diagnostic too, and goes further: a library of 100+ team sessions built on the drivers of high-performing teams, such as psychological safety, feedback, appreciation and resilience, from 10 minutes to 2 hours, that any manager can run in a regular meeting with no prep. 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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