Your managers start from different places. Arti, Rising Team’s AI leadership coach, meets each one where they are, builds a growth plan around one focus at a time, and books the coaching, practice and team sessions into their week. You see the lift within a quarter.
Arti
Most people become managers because they were great at a different job. Then the skills that got them promoted stop being the job, and the feedback, the conflict and the one-on-ones start arriving every week.
Training comes a few times a year. In between, managers are left to ask for help, and most never do. That gap is where teams are won and lost.
More than half are spending more on leader development, too. Gartner found that traditional formats like seminars and lectures can work against development, and points instead to repeated connection with peers, through networking and team building.
Gartner, October 2024of the variance in a team’s engagement comes down to its manager
of employees who quit say their manager or organization could have kept them
the fall in managers’ own engagement in a single year
Follow one new manager, leading five former peers, through her first quarter. Her development isn’t added on top of the job: Arti builds it into the weeks she already has, around her own focus. Now picture every manager in your organization getting the same.
Her level, her team of five former peers, what she does well, what’s hard, her goals for the quarter and your leadership principles. An AI leadership personal trainer starts from where you are.
The lift Development that starts from her, not from a cohort
Like picking arm day or leg day, she chooses one focus: giving clearer, more direct feedback. In a working session Arti helps her draft the feedback for this week’s one-on-ones.
The lift A real deliverable, done faster
Why is feedback to one former peer so much harder than the rest? Arti asks, listens and helps her find her own answer, the way an executive coach would.
The lift Insight she owns, at the moment she needs it
Voice to voice, Arti plays her former peer, more defensive or more open on request, then scores her on her objective, clarity and empathy.
The lift She practices on Arti, not on her team
She runs the Working Styles Kit, where everyone writes a user manual for how they work best. Arti remembers it, so its coaching knows her team too.
The lift A team that knows each other, and a coach that knows the team
With feedback becoming a habit, Arti helps her pick what’s next. HR sees how managers are progressing across the organization, as anonymized trends.
The lift Progress you can see, not courses completed
Customers see a 20%+ lift in manager effectiveness within a quarter, against a control group.
Leadership development has always struggled with three things: making it personal, reaching everyone and making it last. Rising Team carries your programs into every manager’s week, built on the frameworks you already teach.
The usual way Cohort training teaches everyone the same thing at the same time.
With Rising Team A growth plan for each person, from their intake, their goals and your competencies.
The usual way One-to-one coaching works, but it’s expensive and hard to scale.
With Rising Team Coaching, working sessions and role play on demand, for every manager and individual contributor.
The usual way Without reinforcement, what people learn in a program fades.
With Rising Team Sessions booked into every week, and team sessions where managers practice with their own team.
Bank of Hawai‘i scaled leadership development across its branch and
corporate teams without adding more burden to managers or
L&D.
Read the story
“There’s a huge gap in the middle, where it’s essentially left to the manager to seek help.”
Fanatics’ India Tech Center grew from 200 to 340 people in 16 months, hiring many new leaders from many different companies. Two months into its Rising Team rollout:
The Human Native Leader · 31 min
“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 Hawai‘i built better managers across its branch and corporate teams with sessions they lead themselves, built around its leadership principles, without growing the L&D team.
It extends them into every week. Programs happen a few times a year; the hard moments happen every week. Rising Team is built on your own values, leadership frameworks and ways of giving feedback, so what managers learn in your programs is what Arti coaches them on in between.
An executive coach is excellent at one thing: asking the questions that draw out someone’s own answers. Arti does that too, in its coaching sessions, and adds three more modes: working sessions that help managers get real work done, role plays to practice hard conversations, and team sessions they run with their own team. And every manager gets one, not just senior leaders.
Managers choose. The lowest option is 10 minutes a week, and 60% of people choose 30 minutes or more. Arti books the sessions into their calendar at times they pick, and adjusts when something more pressing comes up.
On the numbers that matter to the business: manager effectiveness, retention, productivity and engagement, measured with and without Rising Team. Customers see a lift of 20% or more in manager effectiveness scores within a single quarter, against a control group.
No. Arti coaches individual contributors too, so people build leadership skills before they step into the role, and new managers start with a head start rather than from zero.
Yes. The organization sees only anonymized trends, aggregated across people. Arti never passes what one person tells it into anyone else’s conversations: if a manager tells Arti they’re struggling, that never reaches their own manager.
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.
See how Rising Team gives every manager a growth plan, coaching and practice, built on your leadership principles.
