A program is two days a year. Chris is the other 363.
You have 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. Chris is the machinery underneath the program you already run, so the behaviour is still changing in month six.
For the leadership program 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 month, 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, and a short pulse to the team, so the program is still working in month six.
We are not asking you to replace your program. We are asking what happens to it on the Tuesday, and offering to be the answer.
How it lands on what you already run
Your model, not ours
Your values, principles and language go into Chris, so every conversation reinforces the framework you already teach rather than competing with it.
Your assessments become practice
The 360s and profiles you already run stop being a report that is read once. Chris coaches from what they actually say, one practice at a time.
Your program, still working in month six
Sessions land, then Chris holds the thread: the practice, the reps, the conversation someone is avoiding on the Tuesday after.
Evidence from the people your leaders lead
Leadership programs are usually evaluated with a feedback form and a self-assessment, which measure satisfaction and confidence. Neither is behaviour change, and an executive who has funded three programs knows it.
The pulse asks the teams instead: a short monthly question set to the people each leader leads, tied to what that leader is practising. It reports as a trend per leader to that leader, and as cohort movement to you, always above a minimum response threshold and never per individual. That is a defensible answer to what did we get for it, built from the program running rather than from a survey bolted on at the end.
What you see, and what you do not
Whether it is landing, from the team
A short monthly pulse to the people your leaders lead. Aggregated with a minimum response threshold, so no individual is ever identifiable and no leader can reverse-engineer who said what.
Participation, not surveillance
You see that a leader is engaged, not what they typed. Their conversations are theirs, and that boundary is the reason the honest version of a problem gets typed at all.
Program delivery in one place
Digital workbooks per session, completion at a glance, and the facilitator sees completion rather than content unless a participant chooses to share it in the room.
The distinction is deliberate. A coaching tool that reports on people is a monitoring tool, and leaders write differently the moment they suspect one.
The answers, before the review meeting
Where does the data live, and who processes it?
Named sub-processors, with what each one touches, are listed on the trust page rather than summarised here.
Is our data used to train models?
No. The trust page states the position and the sub-processor terms behind it.
How are organisations kept apart?
Row-level security in the database, not application discipline: a query for one organisation cannot return another organisation rows even if the application asks it to.
What have you not built yet?
The trust page has a section for exactly that, and it is the section that earns the rest of the page.
Where to start
One team, one program, one cohort. Chris is loaded with your model and your language, your leaders run it alongside the sessions you already have booked, and the pulse tells you whether it is landing before you decide whether to widen it.