Here’s the truth: most managers dread high-stakes conversations.
Promotion discussions. Salary negotiations. Performance feedback.
The stakes feel high, the words don’t come easily, and the risk of getting it wrong is enough to keep managers up at night.
And yet, organisations still expect managers to figure it out live in the moment. No rehearsal. No coaching. Just “good luck, don’t mess it up.”
Here's the truth: most managers dread high-stakes conversations.
Promotion discussions. Salary negotiations. Performance feedback.
The stakes feel high, the words don't come easily, and the risk of getting it wrong is enough to keep managers up at night.
And yet, organisations still expect managers to figure it out live in the moment. No rehearsal. No coaching. Just "good luck, don't mess it up."
Let's be real. Every business is under pressure to do more with less. Growth targets keep rising, budgets keep shrinking, and nobody has time to pull managers out for training. Treating conversations as an afterthought isn't just risky - it's expensive.
Why Traditional Management Training Falls Short
We've all sat through the workshops. Two days on "difficult conversations." Maybe a role-play where you and a colleague take turns pretending to be "the difficult employee."
It's cringey, artificial, and - worst of all - it has no real context. You're acting out a scenario that has nothing to do with your actual team or the conversations you're really worried about.
So it doesn't stick. Managers leave with a binder of slides, and by the time the next real conversation arrives, they're back to winging it.
Executive coaching works, but it's reserved for the few and costs thousands per person. For everyone else, the cycle of avoidance and anxiety continues - exactly what I covered in Why Most Managers Are Winging Their 1:1s.
AI Won't Judge You
This is where AI changes the game. Unlike a human coach, AI doesn't roll its eyes, lose patience, or secretly grade you. You can stumble, restart, or completely bomb a practice run without fear of judgment.
With AI role-playing, managers (and employees) can rehearse the conversations that matter most:
- Asking for a promotion
- Negotiating salary
- Giving tough feedback without burning bridges
- Addressing underperformance
It's not abstract. Because GoFIGR connects to your actual meeting history, the simulations are hyper-personal. You're not practicing a made-up scenario. You're practicing your conversations.
And unlike training workshops that run once a year, AI is always on. It scales coaching across the business and is available exactly when someone needs it - the night before a performance review, or ten minutes before a salary negotiation.
Why Microsoft Copilot Can't Do This
Copilot and similar tools are useful for notes, summaries, and productivity. But they can't simulate the tension of a high-stakes conversation, or coach you through tone and framing.
And they don't have the context of what was said in your past 1:1s. That history is what makes practice relevant, not cringe. Without it, you're just rehearsing in a vacuum.
AI Safeguards Matter
Of course, not all AI is created equal. Without safeguards, simulations risk feeling like surveillance instead of support.
That's why GoFIGR was designed with safety built in:
- Private practice spaces that never feed back to the employer
- Structured coaching prompts that nudge growth without prescribing scripts
- Clear boundaries about what AI can and can't do
- Duty of care: if someone shares something that signals they're struggling, the AI encourages reaching out to a real person - and can escalate if needed
Why This Is a Business Problem
Confident conversations aren't just "nice to have." They're a commercial necessity.
When managers fumble performance discussions, avoid pay conversations, or miss early disengagement signals, attrition follows. As I wrote in Reading Between the Lines of Employee Disengagement, every regrettable resignation costs between 50% and 200% of salary - money most companies can't afford to waste.
When managers are confident, the outcomes flip:
- Promotions and salary conversations are handled fairly and quickly
- Feedback is specific and actionable
- Employees feel safe advocating for themselves
That means stronger teams, more stability, and less time and money lost to turnover.
How GoFIGR Is Different
Most tools stop at productivity. GoFIGR is built for performance and people.
- For managers: realistic, hyper-personal simulations grounded in their own meeting history. Always-on coaching, available any time
- For employees: a safe, private space to practice self-advocacy without fear of judgment
- For leaders: scalable coaching capability without million-dollar training budgets, and measurable impact on retention and performance
It's the difference between spending on generic training that doesn't stick - and investing in AI that turns your most difficult conversations into a competitive advantage.
Ready to give your managers a safe space to practice before it counts? Join our beta waitlist at GoFIGR.ai.
Let’s be real. Every business is under pressure to do more with less. Growth targets keep rising, budgets keep shrinking, and nobody has time to pull managers out for training. Treating conversations as an afterthought isn’t just risky - it’s expensive.
Why Traditional Training Falls Short
We’ve all sat through the workshops. Two days on “difficult conversations.” Maybe a role-play where you and a colleague take turns pretending to be “the difficult employee.”
It’s cringey, artificial, and - worst of all - it has no real context. You’re acting out a scenario that has nothing to do with your actual team or the conversations you’re really worried about.
So it doesn’t stick. Managers leave with a binder of slides, and by the time the next real conversation arrives, they’re back to winging it.
Executive coaching works, but it’s reserved for the few and costs thousands per person. For everyone else, the cycle of avoidance and anxiety continues - exactly what I covered in Why Most Managers Are Winging Their 1:1s.
AI Won’t Judge You
This is where AI changes the game. Unlike a human coach, AI doesn’t roll its eyes, lose patience, or secretly grade you. You can stumble, restart, or completely bomb a practice run without fear of judgment.
With AI role-playing, managers (and employees) can rehearse the conversations that matter most:
- Asking for a promotion
- Negotiating salary
- Giving tough feedback without burning bridges
- Addressing underperformance
It’s not abstract. Because GoFIGR connects to your actual meeting history, the simulations are hyper-personal. You’re not practicing a made-up scenario. You’re practicing your conversations.
And unlike training workshops that run once a year, AI is always on. It scales coaching across the business and is available exactly when someone needs it - the night before a performance review, or ten minutes before a salary negotiation.
Why Microsoft Copilot Can’t Do This
Copilot and similar tools are useful for notes, summaries, and productivity. But they can’t simulate the tension of a high-stakes conversation, or coach you through tone and framing.
And they don’t have the context of what was said in your past 1:1s. That history is what makes practice relevant, not cringe. Without it, you’re just rehearsing in a vacuum.
AI Safeguards Matter
Of course, not all AI is created equal. Without safeguards, simulations risk feeling like surveillance instead of support.
That’s why GoFIGR was designed with safety built in:
- Private practice spaces that never feed back to the employer.
- Structured coaching prompts that nudge growth without prescribing scripts.
- Clear boundaries about what AI can and can’t do.
- Duty of care: if someone shares something that signals they’re struggling, the AI encourages reaching out to a real person - and can escalate if needed.
👉 [Placeholder: expand here when the latest melotti media blog is ready]
Why This Is a Business Problem
Confident conversations aren’t just “nice to have.” They’re a commercial necessity.
When managers fumble performance discussions, avoid pay conversations, or miss early disengagement signals, attrition follows. As I wrote in Reading Between the Lines of Employee Disengagement, every regrettable resignation costs between 50% and 200% of salary - money most companies can’t afford to waste.
When managers are confident, the outcomes flip:
- Promotions and salary conversations are handled fairly and quickly.
- Feedback is specific and actionable.
- Employees feel safe advocating for themselves.
That means stronger teams, more stability, and less time and money lost to turnover.
How GoFIGR Is Different
Most tools stop at productivity. GoFIGR is built for performance and people.
- For managers: realistic, hyper-personal simulations grounded in their own meeting history. Always-on coaching, available any time.
- For employees: a safe, private space to practice self-advocacy without fear of judgment.
- For leaders: scalable coaching capability without million-dollar training budgets, and measurable impact on retention and performance.
It’s the difference between spending on generic training that doesn’t stick - and investing in AI that turns your most difficult conversations into a competitive advantage.
🚀 Ready to give your managers a safe space to practice before it counts? Join our beta waitlist at GoFIGR.ai.
Helena Turpin spent 20 years in talent and HR innovation where she solved people-related problems using data and technology. She left corporate life to create GoFIGR where she helps mid-sized organizations to develop and retain their people by connecting employee skills and aspirations to internal opportunities like projects, mentorship and learning.
