Manager development
Leadership development platform built around the first 90 days of managing
Grace, the AI leadership coach, walks every new manager through 1:1s, feedback, delegation and team goals one week at a time, and L&D sees how the cohort is progressing without reading anyone's sessions.
Grace AI mentor
SBI feedback, Situational leadership, 1:1 structure, Delegation matrix
In short
A leadership development platform is software that builds management skills over time through structured practice, not a single workshop. AiMentoring pairs each manager with Grace, an AI leadership coach using SBI feedback, situational leadership and a delegation matrix, inside a 90 day track with weekly tasks, reviews of real documents and anonymous cohort reporting.
Workshops teach the model and weekly practice changes the habit
A two day management course is useful on the Thursday it ends. Three weeks later the new manager is back in their calendar, running 1:1s as status updates and doing the work they were supposed to hand off. The gap is not knowledge, it is repetition with feedback on real situations, which is exactly what a busy senior manager cannot give six new leads at once.
Grace closes that gap. She starts with an assessment of 8 to 12 questions that scores the manager from 0 to 5 on running 1:1s, giving feedback, delegating, setting goals, handling conflict and managing upward. The roadmap then targets the two lowest scores first, and every week brings three to five tasks tied to the manager's actual team.
- SBI feedback. Situation, behaviour and impact, drafted for a real conversation the manager has to have this week, then rehearsed.
- Situational leadership. Matching direction and support to each report's competence and commitment on a specific task.
- 1:1 structure. A repeatable agenda that moves time from status updates to growth, blockers and feedback in both directions.
- Delegation matrix. Sorting recurring work by importance and by who can own it, then handing over one item per fortnight.
The 90 day new manager track week by week
The manager development track in Teams and Enterprise gives every new lead the same backbone. Grace adapts the order and the depth to each assessment, so a former team lead who already runs good 1:1s moves faster through month one. A fuller weekly breakdown is in our article on the first 90 days as a new manager.
| Period | Milestone | Evidence the manager collects |
|---|---|---|
| Days 1 to 30 | Know the team and run 1:1s that are not status meetings | A 1:1 agenda in use, a short note on each report's goals and working style |
| Days 31 to 60 | Give regular feedback and delegate the first recurring task | Two SBI conversations held, one task fully owned by a report |
| Days 61 to 90 | Set team goals and handle one difficult conversation well | Team goals written and agreed, a reviewed plan for the hard conversation |
Managers upload real documents and get rubric comments
Material review is where general advice turns into specific correction. A manager can upload a draft performance review, a team goal document, a delegation plan, a reorganisation note or the notes from a 1:1 with names removed. Grace comments inline: is the feedback tied to observable behaviour, does the goal have a measure and a date, is the delegated task handed over with authority or only with work, does the note anticipate the team's first question.
Each Teams seat includes 4 reviews a month with files up to 10 MB, and each Enterprise seat 8 reviews with files up to 25 MB. Reviews count when they run. Deleting a file later does not restore the allowance.
Enterprise coaches against your own competency model
Most companies above a few hundred people already have a leadership competency model, often a page that describes what "good" looks like at each level. On Enterprise, L&D uploads that model along with internal guides such as the performance review process or the promotion criteria for managers. Grace then assesses and coaches against your competencies and your language, so the skill radar shows "builds high performing teams" or "drives clarity" instead of a generic list.
Enterprise also includes SAML single sign-on through your identity provider, SCIM provisioning, role based access, an audit log, a data processing agreement, EU or US data region choice and priority support. The controls are summarised on the security page.
What L&D sees in the panel
The panel reports a cohort, not a person. L&D sees how many managers in the program are active this month, average milestone completion, and which leadership skills are weakest across a team or a cohort. Any figure is shown only for groups of at least five. Conversations, uploaded documents and individual scores stay private to the manager, which matters when the hard conversation they are rehearsing is about a peer or about their own boss.
- Program question it answers. Are new managers reaching the day 60 milestone, and is delegation still the weakest skill in the engineering cohort.
- Question it refuses. Which manager is struggling. That stays a conversation between the manager and their own leader.
Cost per manager against typical coaching rates
Executive and manager coaching from human coaches typically runs at about 250 to 400 USD per person per month at weekly cadence, and hourly rates of 150 to 500 USD are common. These are typical market rates, not our figures. A cohort of 25 new managers over six months, at a 300 USD midpoint, gives a clear comparison.
| 25 new managers for 6 months | Per manager per month | Total |
|---|---|---|
| Human coaching at a typical 300 USD | 300 USD | 45,000 USD |
| Teams billed monthly | 25 USD | 3,750 USD |
| Teams billed yearly (12 months paid) | 12 USD | 3,600 USD for the full year |
Seats and limits for a manager program
Teams costs 25 USD per seat per month with a minimum of 10 seats, or 12 USD per seat per month billed yearly. Each seat has 200 messages a month (15 a day), 2 active goals and 4 reviews. Enterprise costs 3,900 USD a month for up to 100 seats plus 39 USD per extra seat, or 1,950 USD a month billed yearly plus 19 USD per extra seat, with 300 messages (20 a day), 3 active goals and 8 reviews per seat. Every seat includes all nine mentors, so a new manager in sales can also work with the AI sales coach. Full details are on pricing.
How to launch a new manager program on AiMentoring
- 01
Define the cohort
List managers promoted or hired in the last six months, at least 10 people so cohort data can be shown.
- 02
Upload your competency model
On Enterprise, add the leadership competency model and review guidelines so coaching uses your language.
- 03
Switch on the manager development track
Assign the track to the cohort so every manager starts from the 90 day structure.
- 04
Brief their own leaders
Ask senior managers to discuss progress in their 1:1s with new managers without asking to see sessions.
- 05
Run a kickoff week
Each manager completes the assessment and the first week of tasks within five working days.
- 06
Review at day 45 and day 90
Read milestone completion and the weakest skills for the cohort, then adjust workshops to match.
Questions about the leadership development platform
Can an AI coach really develop leaders?
It develops the habits that make up most of a new manager's job: structured 1:1s, timely feedback, clear delegation and written team goals. It does this through weekly practice on real situations. Judgement about people still comes from the manager and their own leader.
Will managers be honest if the company pays for it?
They are more likely to be when they know nobody reads their sessions. HR and L&D see only cohort aggregates for groups of five or more. Say this clearly at launch and link to the security page.
Does this replace our leadership workshops?
It works best alongside them. Workshops introduce the model, Grace turns it into weekly practice, and the panel tells you which skill to cover in the next session.
What does our security team need to review?
Enterprise provides SAML SSO, SCIM provisioning, role based access, an audit log, encryption in transit and at rest, a DPA, EU or US data region and priority support, all summarised on the security page.
Can we pay by invoice?
Yes on annual Enterprise, with payment terms, bought through self-serve checkout. Teams is paid by card.
What if a manager wants to use it after the program ends?
The seat stays theirs as long as the company keeps it. Admins can also reassign a seat to the next cohort, and the next person starts with a fresh assessment.
See your first month before you pay
Enrol your next cohort of new managers today and see their 90 day progress in the panel.