Customer and stakeholder conversations
Practise scope changes, expectation resets, disagreement, and difficult requests while preserving trust.
Rubric: clarity, listening, judgment, boundaries, and collaborative language.
How does L&D know someone can handle a high-stakes conversation before it happens?
Warranted Assess makes role readiness observable for L&D teams.
People rehearse consequential conversations with an AI voice stakeholder, receive feedback against an agreed rubric, and work on the gap before the live moment.
Completion shows who finished.
Practice shows
how they respond.
Watch one conversation move from first attempt to focused coaching.
A learner responds naturally by voice, receives feedback against an agreed rubric, and tries again with the gap in view.
Practise with an AI voice stakeholder
Diagnose the observable gap
Coach and reassess
Demonstration environment. Scenarios, rubrics, privacy controls, and success measures are configured with the organization before use.
Make the conversations that matter part of the learning design.
Warranted Assess can be configured for the moments where knowledge must become observable performance.
Presentations and pressured Q&A
Rehearse a recommendation, value case, executive summary, or objection response before the senior room.
Rubric: structure, relevance, composure, and question handling.
Manager conversations
Practise feedback, conflict, expectation setting, and clear next actions before the real discussion.
Rubric: respect, specificity, empathy, and agreement.
Influence without authority
Practise gaining commitment when priorities compete and formal authority is limited.
Rubric: stakeholder framing, inquiry, credibility, and commitment.
Give L&D a view beyond completion.
One standard across the cohort.
Each participant practises the same scenario against the same agreed rubric, without depending on facilitator availability.
See the gap before work exposes it.
Review individual performance and recurring cohort patterns before a live customer, stakeholder, or people-leadership moment.
Direct coaching to the behaviour that needs work.
Send each participant to the relevant content, facilitator, manager input, or follow-up practice instead of repeating the full programme.
Practise. Diagnose. Coach. Reassess.
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Talk
Practise the conversation
The learner responds naturally by voice to a realistic, role-specific scenario.
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Score
Diagnose the gap
Observable behaviours and scenario accuracy are scored in the same session.
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Coach
Coach what matters
The learner receives focused feedback, relevant content, and a specific next action.
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Retry
Reassess
A follow-up attempt shows what changed and what still needs work.
Start with one conversation worth getting right.
Choose one role-critical moment, define the rubric, establish a baseline, and agree what must change before the first cohort begins.
Discuss the pilot
Pilot design
Demonstration environment
Role
One role-critical scenario selected for the first cohort.
Rule
One written rubric reviewed by subject-matter experts.
Retry
Two voice attempts to show what changed after focused coaching.
Development guardrails
Approved content. No live customer data. Human review. Development-only use. No automated employment decisions. Access, privacy, retention, and security agreed before use.