The conversation you have been putting off. Let us rehearse it first.
Chris is the coach who has already read your 360. Your feedback, your practice, your team by name and what each of them needs from you. 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.
Authored, never generated
Every practice Chris coaches from is written and reviewed. None are invented.
The research is named
Every framework underneath is cited on the evidence page, not implied.
Questions, not just answers
A thinking partner sharpens your own read before it offers one.
A program is two days a year. Chris is the other 363.
Leadership development is bought in days and spent in moments. The workshop lands, the model makes complete sense in the room, and then everyone goes back to a full inbox and a roster that is short. Six weeks later the folder is closed and the behaviour is the one they arrived with. Nothing was wrong with the content. It just had nowhere to live between the sessions.
That is the gap Chris fills, and it is the reason the coaching research keeps landing on the same answer: a human in the room, and something that holds the thread between.
You should not have to explain your team to your coach
Most AI you have used starts every conversation from nothing. Chris starts from your file, so the first thirty seconds are not you setting the scene.
You decide what goes in. Nothing is shared with your organisation that you did not choose to share, and the trust page says exactly who can see what.
Your feedback, not a summary of it
Upload a 360 or a profile and Chris reads the whole thing, then coaches from what it actually says rather than the two lines you remember.
Your team, by name
Who reports to you, what each of them is like to work with, and what they need from you that they are not getting.
What your team is telling you
A short pulse to the people you lead, aggregated so no individual is identifiable, showing whether the thing you are practising is landing.
What you said you would do
Your practice, the reps you logged, the commitments you made with names and dates, and whether you followed through.
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.
They are noticing it before you believe it. Aggregated, minimum responses met, nobody's answer identifiable.
Ask the people who have to work with you
Most development is measured by asking the leader how they felt about it. That tells you about the workshop, not about the leadership. So Chris asks the other side: a short monthly question set to the people you actually lead, on the thing you are actually practising.
It comes back aggregated, with a minimum number of responses before anything is shown, so you see the direction and never who said what. Six months in, you have a line on a chart that no self-assessment can give you: whether the people around you noticed.
Come with something real
The conversation with a name on it
Prepare what you will say, rehearse it against push-back, have it this week.
The 360 you never opened again
Upload it and debrief it properly: what it actually says, and the one thing worth doing about it.
Choosing the one practice
Out of all the feedback, a single behaviour worth working on, in your own words.
Holding yourself to it
What you said you would do, with reminders that follow up and a record that does not flatter.
The meeting that matters
Think it through out loud first, with something that knows the people in the room.
The thing you cannot say at work
Private to you. Never shown to your manager, never part of a review.
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.
A coaching method that happens to have software
Chris does not make up the coaching
Practices are authored, reviewed and retrieved from a library. Chris chooses what fits you and puts it in your words; it does not invent a technique and present it as method.
The research is named, not implied
Every framework underneath is published and attributed, and the evidence page names the people whose work it is rather than calling it proprietary.
Built to sit beside a human, not replace one
The strongest trials find AI-only coaching underperforms and human coaching plus support between sessions works. That is the shape Chris was built in.
The whole evidence base, with citations, is on the evidence page.
Already running a leadership program?
Chris is the part that goes missing between the sessions. Your model, your language and the 360s you already run, turned into one behaviour per leader and a team who gets asked whether it changed.
One leader, one team, or the whole thing
A leader can start this afternoon without asking anyone. An organisation is buying something different: proof the behaviour stuck. Both start the same way.
Leader
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
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
Let us talk
Priced on scale, with training included.
- Everything in Team, across every leader you choose
- The embedding layer for your current culture programs: 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
Run a program yourself? Chris carries your model into the days you are not in the room. How it works for programs.
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.
Questions people ask
Is this just ChatGPT with a different name?
No, and the difference is what it knows. A general assistant starts every conversation from nothing, so you spend the first ten minutes explaining your team. Chris starts from your 360, your practice, your pulse and your roster, and the coaching content is retrieved from an authored library rather than improvised.
Can my manager or HR read my conversations?
No. Your conversations 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, never the individual. The trust page sets out exactly who can see what.
Does it replace our coaches or our program?
No, and the research says it should not. The strongest trials find AI-only coaching underperforms human coaching, while human coaching with support between sessions works. Chris is built for the second shape: it holds the thread between the sessions you already run.
We already have a leadership framework. Does Chris compete with it?
It runs on yours. Your values, language and model go into Chris, and the 360s and profiles you already use become what each leader practises next. The program stays yours; Chris is what keeps it working in month six.
What happens after the free trial?
You choose a plan or you stop. Nothing is charged during the trial and there is no card to enter to start.
How much work is it for a leader each week?
Minutes, not hours. One practice at a time, a short check-in when something tests it, and a pulse that takes the team about two minutes a month. Anything heavier gets abandoned by week three, so it is designed not to be.