MANAGEMENT TRAINING

Leadership Development

Practice the conversations that define great managers.

58%

of new managers receive no formal training before their first direct report conversation.

The Problem

Managers avoid difficult conversations because they've never rehearsed them. Performance reviews, promotion denials, and feedback for defensive team members are high-stakes moments — and most managers wing it every time, learning through costly mistakes with real people.

How It Works

1

Design the scenario

Describe the employee archetype, the performance issue, and the emotional dynamic — defensive, emotional, disengaged.

2

Managers practice

Privately, on their own schedule, before the real meeting. As many times as they need.

3

Review the patterns

Directness, empathy, clarity, and follow-through tracked across the leadership team. Identify who needs coaching.

What Decibl Scores

Directness

Did they say what needed to be said, or bury it in qualifications?

Empathy

Did they acknowledge the human side without losing the message?

Clarity

Did the employee leave the conversation knowing exactly what changes and when?

Next steps

Were specific, time-bound next steps agreed on before the conversation ended?

Example Scenario

Performance feedback for a promotion-expecting engineer

A senior engineer has been expecting a promotion for 6 months. Their technical work is strong but their collaboration and communication need significant improvement before they're ready.

AI PlaysSenior engineer who believes they deserve an immediate promotion
You PlayEngineering manager delivering honest performance feedback

Other Use Cases

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