The conversations that unlock
performance
Talent, development, engagement and succession are not four projects. They are one honest conversation between a manager and their people, and it is the conversation that unlocks performance. This free tool gives you the structure to have it. You bring what you know about your people. The AI does the writing.
Five minutes on one person gives you a clear plan you can use the same day. For HR, every conversation rolls up into one view of talent across the organisation.
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Pop in your name and work email and you can start using it straight away.
No card, no trial, no catch. Instant access.
Four priorities. One conversation.
Most organisations run these as four separate initiatives, in four systems, chased by four different people. They are not four things. They are what one honest conversation produces, and together they are what lifts performance.
Talent
See who is delivering, who is ready for more, and where the real strength on your team sits.
Development
Turn what you know about each person into two or three practical actions they will actually use.
Engagement
People who feel seen, stretched and clear on what comes next stay, and give you their best.
Succession
Know who is next for the roles that matter, and how ready they are, before you are caught short.
Have the conversation once, and all four move together. That is where performance is unlocked.
The stuff that keeps you up at night
None of this means you are doing a bad job. It means nobody ever gave you a simple way to stay on top of it. That is what this fixes.
The resignation you never saw coming
Your best person asks for "a quick word" and your stomach drops before you have even opened the message. Looking back, the signs were there for weeks. You just never had a simple way to have the real conversation in time.
You back the wrong person for the step up
You promote on gut feel and it costs you two good people instead of one. Being great at today's job and being ready for a bigger one are not the same thing, and it is hard to tell them apart in the moment.
Every decision lands back on your desk
When there is no shared way to grow your people, they keep coming to you for the call. You end up the bottleneck your own team cannot get past.
You were left to figure it out alone
Keeping good people, growing them and working out who is next is the hardest part of the job, and mostly you have been left to sort it with no time and no real help.
What changes once you start doing this
Not theory. Real numbers from real teams, and the change was confirmed by managers’ own bosses, not a tick-box survey.
~4 hrs
a week reclaimed, per manager
40%
more decisions made at the right level
15%
fewer issues escalating to you
8.1/10
how managers rate it
Drawn from work with nearly 3,500 managers across 10+ countries, in manufacturing, logistics and financial services.
What you get out of it
You bring what you already know about your people. The tool does the hard part.
See who might leave while you can still do something
Catch the early signs so the conversation that keeps your best person happens now, not at the exit interview.
A straight way to have the conversations you put off
A simple, repeatable way to talk about how someone is doing, where they are headed and what comes next, so it comes out honest and actually lands.
Back the right person for more, without knocking the rest
Tell the difference between someone who is great today and someone ready for the next step, so promotions build your team instead of blowing it up.
The tool works out what "good" looks like for each role
Tell it the person's job and title and it writes plain, fair prompts for that exact role, so you are not guessing and nobody gets marked too high or too low.
Five minutes to your first plan
Pop in your name and email. You are in straight away, nothing to wait for
Pick one person on your team and tell us their job and title
Score them using plain prompts the tool writes for that exact role, so it stays fair
Want their side of it too? Send them a quick self-check and compare notes before you sit down
Save it, print it or share it, and come back to update it whenever things change
Jimmy Burroughes
A former British Army officer and corporate GM who has run the teams, not just coached them. He has helped thousands of managers across 10+ countries get out of the weeds and lead, with the change confirmed by their own bosses.
The questions people ask first
Is this an HR thing, or a manager thing?
Both. If you run a team, it gives you the structure to have one honest conversation that covers talent, development, engagement and succession together. If you sit in HR, every one of those conversations rolls up into a single view of talent across the organisation, so you can see strengths, risks and succession gaps without chasing forms. Managers get the conversation. HR get the intelligence layer on top.
Is it really free?
Yes. No trial, no card, no catch. Pop in your name and email and you have the full tool straight away.
Do I need to prepare anything?
No homework. Just think of one person on your team and what you have seen from them over the last few months. The tool walks you through the rest.
Will this actually save me time?
That is the whole point. What used to be half a day of second-guessing becomes five minutes and a clear plan you can act on. Most managers get back around four hours a week.
Can my team member see their plan?
That is up to you. Share the plan with them or keep it to yourself. If you like, you can send them a quick self-check first so you both come to the conversation with the full picture.
Stop getting blindsided
Picture the version of you who saw it coming, sorted it early, and stopped carrying the whole thing in your head. It starts with one person and five minutes.
Free for anyone who runs a team. No card, no trial, no catch.
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