TACT Conversation Readiness Pilot
Prepare for the conversations you can't afford to get wrong. A defined 60 days program for 25 managers, built to answer one question with evidence: are your managers ready for the conversations that matter — and does that readiness improve?
Prepare → Practice → Perform → Improve
Pilot investment is confirmed on a 20-minute fit call, based on cohort size and the implementation support you need.
The business problem
Managers delay the conversations that matter most: underperformance, accountability, conflict, difficult feedback, and decisions people will not like. The delay is rarely about willingness. It is about not knowing how to open, what to say, or how it will land.
The cost lands somewhere else — in turnover, missed deadlines, escalations, and trust that is hard to rebuild. Traditional training teaches the theory once. It does not tell you whether a specific manager is ready for a specific conversation next Tuesday.
What this pilot tests
Whether structured preparation, realistic practice, and a measured readiness score change how your managers handle real workplace conversations — inside a fixed 60-day window, with a before and after you can compare.
Who the pilot is for
HR leaders
You need evidence before rolling a capability out organization-wide.
L&D teams
You want manager development that produces measurable change, not attendance.
People Operations
You see the escalations that start as a conversation nobody had.
Executives
You want to know whether your managers can hold the line under pressure.
Best fit: one defined cohort of about 25 managers who manage people directly, and one internal program owner accountable for the pilot.
What managers experience
Step 1
Onboard
A short guided start and the baseline TACT Score assessment.
Step 2
Prepare
Bring a real conversation. Get an objective, an opening, key points, and the pushback to expect.
Step 3
Practice
Rehearse it out loud against an AI playing the other person.
Step 4
Perform
Have the real conversation with the words already worked out.
Step 5
Improve
Reflect on how it went and see readiness move across Tone, Aim, Clarity, and Timing.
What HR and L&D see — and never see
What you see
- How many managers are participating and how actively
- Cohort readiness at baseline, at 30 days, and at 60 days
- Movement across Tone, Aim, Clarity, and Timing
- Which conversation categories the cohort faces most
- Confidence and avoidance change from baseline to close
- Reported outcomes after real conversations, in aggregate
What you never see
- Individual conversation transcripts
- Conversation notes or drafted scripts
- Who a manager is preparing to speak with
- Any individual manager's survey answers
- Any result from a group too small to anonymize
Managers are told this up front. It is the reason they use the tool honestly.
The 60-day timeline
Week 0
Setup and onboarding
Cohort enrolled, program owner briefed, scenario assignments agreed.
Weeks 1–2
Baseline
Every manager completes the baseline assessment and first TACT Score.
Weeks 2–4
Preparation and practice
Managers prepare real conversations and complete roleplay practice.
Day 30
Progress review
Participation and early readiness movement reviewed with your program owner.
Weeks 5–8
Sustained use
Continued preparation, practice, and post-conversation feedback.
Day 60
Final report and executive readout
Exit measurement, findings report, and live leadership briefing.
Deliverables
Included in every pilot
- Manager onboarding for a 25-person cohort
- Baseline TACT Score assessment across Tone, Aim, Clarity, and Timing
- Scenario assignments matched to your conversation types
- Real workplace conversation preparation
- AI roleplay practice sessions
- Aggregate organizational readiness trends
- 30-day progress review
- 60-day final report
- Executive findings readout
- Implementation support throughout
25 managers
One defined cohort, enrolled by your organization.
60 days
A fixed window, so change is measured against a starting point.
Baseline TACT Score assessment
Readiness measured across Tone, Aim, Clarity, and Timing before day one.
Manager onboarding
A guided start so every participant knows what to do in week one.
Real conversation preparation
Managers prepare the conversations actually on their desk, not case studies.
AI roleplay practice
Practice out loud against the other side of the conversation before the real one.
Scenario assignments
Assigned conversation types matched to what your organization faces.
Before-and-after measurement
The same readiness questions at baseline and at close, so change is comparable.
Aggregate readiness trends
Cohort-level movement across Tone, Aim, Clarity, and Timing.
30-day progress review
A checkpoint on participation and early readiness movement.
60-day final report
Participation, readiness change, conversation categories, and reported outcomes.
Executive readout
A live session walking leadership through findings and a recommendation.
Implementation support
Direct support for your program owner through the full 60 days.
How success is measured
Participation
Share of the cohort completing baseline, preparation, and exit.
Readiness change
Cohort TACT Score at baseline versus 60 days.
Confidence change
Self-reported confidence on feedback, accountability, and conflict.
Avoidance change
How often managers report delaying a conversation they should have.
Conversations prepared
Real situations worked through during the pilot.
Reported outcomes
How conversations went relative to expectation, reported by participants.
All results are reported at cohort level. Any group too small to anonymize is withheld rather than estimated. AI can make mistakes — TACT supports judgment, it does not replace it.
Security and privacy boundaries
Individual conversations stay private
Preparation, practice, and reflection belong to the manager. Administrators cannot open them.
No administrator access to transcripts
There is no view, export, or report anywhere in the product that exposes individual conversation content or notes.
Identifying details removed before AI
Names, companies, emails, and phone numbers are automatically removed server-side before the AI call, and only the scrubbed version is stored. Automated removal is not perfect, so managers are asked to avoid unnecessary identifiers.
Aggregate-only reporting
Organizational reporting is cohort level, with a minimum group size before anything is shown.
Enrolled access only
Only managers your organization enrolls can join the cohort, and access ends when the pilot ends.
Full detail in the Trust Center
Data handling, retention, and limitations are documented and reviewable before you commit.
Request a TACT Pilot
Tell us about your manager population and we will follow up to confirm the cohort, timeline, scenario assignments, and reporting plan.
Pilot investment is confirmed on a 20-minute fit call, based on cohort size and the implementation support you need.
Prefer to talk first? Schedule a 20-Minute Fit Call.