Practise the conversations that matter.

Most corporate training is built to transfer knowledge: frameworks, models, compliance content, slide decks. That works for what people know. It rarely works for what people do when a customer pushes back, a deadline slips, or a direct report gets defensive.

The pattern has a name and a literature: Jeffrey Pfeffer and Robert Sutton's knowing-doing gap (Harvard Business School Press, 2000). Learning transfer research since has confirmed the same thing repeatedly: most training improves knowledge. Sustained behaviour change on the job is less common, and the gap traces almost always to one cause: no deliberate rehearsal in conditions that feel real. Altius™ is built for that second step: the practice conversation and the structured coaching debrief that follows. That is how knowing becomes doing.

Because knowing the framework and executing it when a buyer is impatient, sceptical, or mid-crisis are different skills. A rep can explain SPIN® Selling (Huthwaite International) or consultative selling frameworks in a classroom. On a live call, the instinct to relieve tension often wins: offer a discount, lead with the deck, skip to the product.

The workshop did not necessarily fail. The rep may never have practised handling that pushback in conditions that felt real. Altius™ gives reps a private space to run those conversations repeatedly, with a persona that responds the way buyers actually do, and a debrief that shows exactly where they jumped to pitch.

Managers often leave training knowing the model: SBI (Center for Creative Leadership), feedforward frameworks, whatever your programme uses. The gap is not the model. It is the muscle: staying calm, leading with observation, letting the other person respond, holding silence when it gets uncomfortable.

That muscle is hard to build in a group workshop where everyone is performing for the room. Many managers avoid the conversation entirely, or rush through it to end the discomfort. Altius™ lets managers practise feedback and performance conversations privately, with realistic pushback, and receive behaviour-level coaching on what they actually said, not what they intended to say.

High-quality role-play needs time, attention, and a skilled facilitator for each participant. Past roughly 30 people, the maths breaks down: you move to group exercises where half the room watches, or you skip practice and hope the content sticks.

Across geographies, quality becomes a postcode lottery. Your best manager in one city runs sharp role-plays; another city gets a polite walk-through. Altius™ delivers the same rigorous AI counterpart and rubric to every learner at once, without flying facilitators to eight cities.

Social risk. A mid-career sales manager will not fumble through a tough objection in front of colleagues. They default to something smooth and generic. The exercise looks polished; nobody actually stretched.

Altius™ removes the audience: each simulation is between the learner and the AI persona. People try harder, fail more honestly, and learn faster when peers are not in the room.

Leadership asks a fair question: Did this change how people perform? Attendance registers and Level 1 feedback cannot answer it. What you need is behavioural evidence: how someone actually handled an objection, a negotiation, or a difficult conversation with a direct report, not just whether they attended.

Altius™ produces transcript-backed coaching debriefs with per-criterion behaviour scores against a rubric built for your context. You can show individual improvement, cohort patterns ("80% scored low on needs discovery"), and exportable summaries for your CFO. That is evidence of doing.

E-learning and LMS modules are strong at distributing content: videos, quizzes, completion tracking. They are passive. Finishing a module is not the same as handling a live customer or a defensive stakeholder.

Altius™ is active practice. The learner has a two-way conversation with a persona that adapts in real time, then receives a coaching debrief on behaviour. You do not need to replace your LMS; you add the practice layer that modules cannot provide. Learners access simulations via a browser link; no app install required.

A full coaching debrief, delivered by an L&D specialist. That is the point.

When the conversation ends, Altius™ generates a structured analysis: the full transcript, per-criterion behaviour scores against your rubric, and an evidence-based account of what the learner said, where the AI persona pushed back, and what was missed. Learners see a coaching prose preview (summary, strengths, areas to improve) on `/debrief`. Numeric scores and the facilitated live debrief stay with the L&D specialist.

The specialist (from ADA, or a member of your own team whom ADA has trained) uses that analysis to deliver a personalised debrief to each participant: what landed, what missed, what to work on next. The AI produces the evidence; the specialist provides the coaching judgment that turns it into behaviour change.

For large cohorts, ADA works with your L&D team to build internal debrief capability so the process scales without depending on ADA consultants on every run. Your specialists learn to read the Altius™ analysis and conduct debriefs independently.

Yes. Every scenario is built for your context: the counterpart type, the stakes, the language, and the behaviours you want to measure. You describe the conversation and what "good" looks like; we design the persona, briefing, and rubric. You review and we iterate.

Scenarios are modular: persona, scene, briefing, and rubric are self-contained, so new simulations for different teams or industries can be designed and deployed in days, not months. Generic communication training fails because procurement, quality, and sales conversations are different muscles. Altius™ treats them that way.

It reacts. That is the product. The persona has a backstory, hidden concerns, and emotional triggers. It responds to what you say, how you say it, and what you leave out.

If the learner asks sharp questions, the persona opens up. If they jump to a pitch, it gets guarded. If they show empathy, it softens. If they get pushy, it pushes back. The conversation runs 15–25 exchanges, long enough for a real dynamic. It is designed to feel like messaging a real person, because practice only works if the pressure feels real.

In a live deployment with a leading Indian automotive OEM, 40 managers practised with an AI fleet operator who was unhappy, under pressure, and weighing a switch to a competitor. The conversations required empathy, probing, and commercial creativity. Each manager's choices produced a different dialogue. The best way to see how the persona behaves is to run one. Try a scenario →

In a live deployment with a leading Indian automotive OEM, 40 managers across Parts, Sales, and Service practised customer-centricity conversations and received individual specialist debriefs. 94% said they would recommend it to peers. Rated 4.6/5 for programme relevance.

That figure follows from how the debrief process works: Altius™ generates per-criterion behaviour scores and a full transcript for each participant; the L&D specialist uses that data to deliver coaching that is specific, evidence-backed, and grounded in what the person actually said and did. Recommendation follows from that quality of feedback, not from session completion.

Typically one to two weeks from brief to live scenario. You provide a description of the conversation, the counterpart, and the behaviours you want assessed; we build the persona, briefing, and rubric. You review; we iterate until it is right.

The full operator path (brief through debrief and evidence) is on this page under How we set this up.

No. Learners need a phone or laptop with a browser. They receive a magic link by email, read the briefing, and start. No app download. No LMS integration required, though we can discuss it if your organisation wants one.

Per-scenario, per-cohort. There is no platform licence and no multi-year lock-in required. You pay for the simulations you run with the cohorts you care about, not for shelfware. Annual arrangements are available if you prefer them, but they are not the default model.

That depends on the programme design, and we have a recommendation.

Behaviour rarely changes in a single pass. On the same scenario, we suggest two to three attempts with a specialist debrief between each: the debrief shows what shifted; the next attempt applies it. That cycle is what makes the behaviour reliable, not just improved once.

From there, the progression moves across scenarios: a different counterpart, a harder conversation type, a new stakeholder. Each with a debrief. That breadth is what builds a transferable capability. How many attempts and scenarios to build in is something we design at the outset with your L&D team, not something left to learner discretion on the day.

During practice, there is no audience of peers watching a role-play. That is the psychological safety difference. The conversation is between the learner and the AI persona.

Organisation administrators (L&D, HRBP, functional leads you designate) can see completion status and drill into full transcripts for coaching QA and reporting. Debriefs and behaviour scores go to the specialist path (ADA, or a member of your team whom ADA has trained), not the corporate admin dashboard. Access is organisation-isolated; you see only your team's data. You control who has admin visibility. Peers do not watch each other practise live.