How it works

Bring a Consequential Moment.
Go in ready

Convrsy turns a real moment into a rehearsal your people can run before it happens. Here is what you bring, what your people do and what you see.

Request a demonstration See the steps

01 · Define the situation Define the moment and what success requires.
02 · Strategize the approach See how your approach may land.
03 · Rehearse the moment Prepare people before the moment is real.
04 · Build readiness See where you are ready. Go in ready.

01 · Define the situation

Define the moment.

Tell Convrsy what is happening, who is involved and what a good outcome looks like. Convrsy builds the Moment and its AI counterpart from that.

You bring: The decision, the stakeholders and your bar for success.
You get: A Moment ready to test, with the same counterpart for everyone.

Convrsy

Admin console

Workspace

Dashboard Programs Team progress Moments Reviews Participants and teams

Programs/Operating model change/Leadership briefing

Leadership briefing on the new operating model

The situationBrief the top 60 leaders on the new operating model before it is announced to everyone.

Objective60 senior leaders leave aligned on the case for change and ready to brief their teams within 48 hours.

Constraints

Works council consultation openHeadcount impact not finalGlobal announcement in 12 days

Success requires

1Case for change in one minute2Clear on what is decided and open3No numbers before consultation ends

Stakeholder landscape5 groups · about 1,500 people · roles, never named people

GroupChange impactStanceMost likely questionPressure

Works council9 membersConsultation on role changesResistant“Why were we not consulted earlier?”Very high

Employees1,240New roles and reporting linesResistant“Is my role affected?”High

People managers180Larger teams, new spansMixed“What do I tell my team on day one?”High

Senior leaders60Scope and decision rightsMixed“What happens to my scope?”High

Executive committee8Delivery timeline and costSupportive“Are we still on plan for Q2?”Low

02 · Strategize the approach

See how it may land.

Convrsy runs the Moment many times, AI to AI. You see which routes meet your success criteria and where the pressure builds.

You bring: Your approach as it stands today.
You get: The strongest route, and the exchanges where it can turn.

Convrsy

Reclaim scope and reporting

Maya · Direct manager

1Brief 2Cast 3Strategy 4Simulate 5Findings 6Playbook 7Rehearse

Moments / Reclaim scope and reporting

Strategize the approach

Your digital twin ran this Moment against the AI counterpart. Each route is checked against your success criteria.

45 runs · 3 decision points

Opening

Strategy

Decision point

Option

Decision point

Opening
45 runs

Anchor, then ask
3 of 3 succeeded

Summarize, then ask
1 of 3 succeeded

Conditional concession
1 of 3 succeeded

Offer an alternative
2 of 3 succeeded

Turn 3
Maya pushes back on scope

Mirror
1 of 3 succeeded

Label the tension
3 of 3 succeeded

Tactical empathy
2 of 3 succeeded

Calibrated question
0 of 3 succeeded

Turn 7
Maya asks for a concession

Concede, with a condition
1 of 3 succeeded

Summarize her position
3 of 3 succeeded

Stay silent
1 of 3 succeeded

Best route Met the criteria Did not meet them

Range Run

ModeAI to AI Runs45 CounterpartMaya PressureHigh

Success criteria

1Scope returns to your team 2The reporting line is confirmed 3Maya stays on side

Pivotal Exchanges

Turn 3Anchoring first kept the scope question open.

Turn 7Naming the tension beat offering a concession.

Turn 11Summarizing her position closed the loop.

03 · Rehearse the moment

Let people rehearse it.

People practice out loud with a counterpart that pushes back. They can run it again as often as they need. Their feedback is private.

You bring: The people who will carry the moment.
You get: People who have said the hard part out loud before it counts.

Convrsy

Practice

Home Moments History Progress

History / Manager conversation / Run 3

Your debrief

Quoted from your own words in this rehearsal.

Visible only to you

Pivotal Exchange Say what is still open

Team lead “So who leads the merged team? Or is that decided too?”

You “We will share more when we can.”

Team lead “That is what we were told last time.”

Try next time Say what is settled and what is still open. Then say when the open part will be decided.

What held Acknowledge before explaining

You “I know this team has worked the same way for years. Let’s talk about what this changes for you.”

Team lead “All right. Go on.”

This rehearsal

Run3 of 4 CounterpartTeam lead PressureHigh

Sharing You decide which rehearsal your reviewer sees.

04 · Build readiness

Know where you are ready.

See readiness by group, the questions that keep returning and what to strengthen. Adjust the approach. Test again.

You bring: A reviewer from your team. People make the readiness call.
You get: A clear view of where you are ready and where to focus next.

Convrsy

Admin console

Workspace

Dashboard Programs Team progress Moments Reviews Participants and teams

Programs / Operating model change

Transformation readiness

Where the change is ready, and where it still needs work.

Readiness by group

Round 2 Round 1

LowBalancedHigh Open questions

Executive team 1

HR partners 2

Managers 4

Critical talent 3

Works council 5

Shown by group. Individual practice stays private.

What to strengthen

Decision Say what is still open in the consultation. Seen in works council sessions

Ownership Name who decides locally in the new model. Seen in manager conversations

Preparation Give managers one answer on role changes. Seen in employee questions

Questions that keep returning

QuestionComes up inGroupsHow oftenStatus

Is my role affected? Employee questions Managers, Critical talent Unanswered

When were we consulted? Works council sessions Works council Unanswered

What do I tell my team? Manager conversations Managers, HR partners Partly answered

What does this mean for us? Town halls All groups Answered

Are we still on track? Leadership meetings Executive team Answered

Trust and safety

Clear lines on who sees what.

Your people: Practice and feedback are private. Each person chooses which rehearsal to share.
Reviewers: See the shared rehearsal against your criteria. A person makes the readiness call.
Leadership: Sees patterns by group. No names, no scores, no ranking.

Convrsy

Admin console

Workspace

Dashboard Programs Team progress Moments Reviews Participants and teams

Programs / Operating model change / Reviews

Rehearsal evidence

What was said, set against the criteria your program team defined.

Regional manager

Manager conversation · What do I tell my team?

Shared by the participant

Acknowledge before explaining Observed

“I know this team has worked the same way for years. Let’s talk about what this changes for you.”

Name the decision clearly Observed

“The decision is made. Your team is one of the two being brought together.”

Say what is still open Not observed

Not heard in this rehearsal.

Reviewer note HR partner

“Clear on the decision. I want one more pass on what is still open before the live conversation.”

The readiness call stays with the reviewer.

Shared rehearsal

Run3 of 4 CounterpartTeam lead PressureHigh

The participant chose this run. Other runs stay private.

From the real moment

Anonymous. Read in full by the reviewer.

“Clear about what changes and what does not. I felt heard.” Verified recipient

“Professional. I still do not know who decides locally now.” Verified recipient

Enterprise controls

SSO / SAML

Works with your existing identity provider.
No public model training

Your conversation data is never used to train shared AI models.
Admin dashboard

Org-wide visibility and management from a single dashboard.
EU AI Act

Aligned with the EU AI Act for responsible, transparent AI use.
Flexible data retention

Set retention windows that align with your compliance obligations.
Encryption

Data encrypted in transit and at rest.

Getting started

Starting is simple.

Start with one moment.Pick the Consequential Moment that matters most. Add more when it works.
Hours, not days.Fast to stand up and shaped to your organization.
No data to hand over.Built from roles and context, never profiles of named people.
Agreed before anyone starts.Access, retention and reporting, settled up front.

See it with your own moment.

Bring a decision and the stakeholder context. We’ll show you how to turn it into simulation and rehearsal.

Request a demonstration

One platform. Multiple Consequential Moments.

Transformation Rehearse the moments where a strategy becomes a change people choose. Explore →

Public affairs Prepare for the hearing, the consultation and the room that is not on your side. Coming soon

Crisis & reputation Be clear under pressure, on the record, before the pressure is real. Coming soon

Leadership & education See learning applied in a realistic moment, not just completed. Coming soon

Bring a Consequential Moment.
Go in ready

Define the moment.

See how it may land.

Let people rehearse it.

Know where you are ready.

Clear lines on who sees what.

SSO / SAML

No public model training

Admin dashboard

EU AI Act

Flexible data retention

Encryption

Starting is simple.

See it with your own moment.

One platform. Multiple Consequential Moments.

What's your area of practice?

What's your team's biggest challenge?

What sector are you in?

Who will be practicing?

Where should we send your proposal?

Thank you

Bring a Consequential Moment.Go in ready

Define the moment.

See how it may land.

Let people rehearse it.

Know where you are ready.

Clear lines on who sees what.

SSO / SAML

No public model training

Admin dashboard

EU AI Act

Flexible data retention

Encryption

Starting is simple.

See it with your own moment.

One platform. Multiple Consequential Moments.

Bring a Consequential Moment.
Go in ready