iGrow for Teams gives every first-time manager a private AI practice room — realistic difficult-conversation roleplays that push back like real people, scored on a proven framework, with team-level skill analytics for L&D.
Your best individual contributor just became a manager. They got a laptop refresh, a compliance module, and a calendar full of 1:1s. What they didn't get is a single rep at the conversations that will actually define their team: the feedback that stings, the performance talk that's overdue, the comp question they can't answer, the resignation they didn't see coming.
So they do what every untrained manager does — they avoid, soften, and improvise. And the cost of that improvisation doesn't show up on a training-completion dashboard. It shows up in engagement scores, in regretted attrition, in the exit interview that mentions "my manager."
No LMS migration, no content library to maintain. Managers practice in the browser or on their phone, in ten-minute reps.
Choose from a library of manager-specific simulations — feedback, underperformance, PIPs, comp pushback, layoffs, conflict — or we configure scenarios around your org's real moments in the kickoff.
Each manager faces an AI counterpart with a real personality that pushes back, gets defensive, goes quiet, or bargains — by voice or text, as many turns as it takes, with coaching on every turn if they want it.
Every rep is scored on Bill Eddy's B.I.F.F. framework — Brief, Informative, Friendly, Firm — and builds each manager's skill profile. Your dashboard shows team-level skill movement, not vanity completions.
Every scenario runs against selectable counterpart archetypes at four intensity levels — because the skill isn't the script, it's staying composed when a real person pushes back.
Most manager training reports what people watched. iGrow reports what they can now do — and protects the privacy that makes honest practice possible.
Individual practice sessions are private to the practicing manager — full stop. That privacy is why they'll actually rehearse the conversation they're dreading instead of performing for a dashboard.
Adjust the numbers to your org. This is directional, not a promise — but the asymmetry is the point.
Assumptions are yours to set: 28% manager-driven attrition risk per Unmind (2024) research reported by CMI; replacement-cost estimates across HR literature commonly range from 50% to 200% of salary depending on role. The pilot below costs $1,500 — ~963× less than the exposure above.
Prove it on 25 of your managers for one flat price — or skip straight to the annual plan. Either way it starts with a 20-minute call, because we agree on your success metric before we take a dollar.
Replacing one employee who quits a struggling manager costs, by conservative estimates, half their salary or more. A full 25-seat year of iGrow costs a fraction of one bad exit — about what a single day of workshop training runs for two managers.
One named manager with full access. When someone changes roles or leaves, reassign their seat to another manager at no cost.
Nothing to start. Managers sign up with a work email; no integrations are required for the pilot or the annual plan.
Pilot: one invoice or card payment of $1,500. Annual plans: invoiced annually. No hidden fees, no per-simulation charges.
At day 60 we review results against the success metric together. By day 75 you get a written conversion offer at the Pilot Partner Rate, valid through 30 days after the pilot ends. If it's not a fit, nothing renews — by design.
The pilot is built for 25 because it's a real cohort — enough to see signal. If your manager population is meaningfully different, raise it on the call and we'll shape it.
Because the success metric matters more than the sale. We define what "working" means for your team on a 20-minute call first — then you decide.
A chatbot agrees with your managers. iGrow's counterparts get defensive, go silent, and bargain — selectable archetypes at four intensity levels, because composure under pushback is the skill.
Every rep is graded on B.I.F.F. — Brief, Informative, Friendly, Firm — the conflict-communication framework developed by Bill Eddy, applied turn by turn with concrete rewrites, not "great job!"
Not a sales-enablement tool retrofitted for HR. iGrow's scenarios, archetypes, and scoring were designed for people-manager conversations from day one — and every rep compounds into a skill profile.
iGrow is built in Chicago by operators from Google, Walmart, EY, and Salesforce — and shaped by an L&D co-founder who has run manager development inside real organizations. 400+ professionals already practice their hardest conversations on iGrow.
AI roleplay training gives managers realistic, spoken or typed practice conversations with an AI counterpart that pushes back like a real person — a defensive report, a hurt teammate, a checked-out performer. Managers rehearse difficult conversations privately, get scored feedback, and repeat until the skill is muscle memory.
Traditional new manager training measures completion — videos watched, workshops attended. iGrow measures readiness: every manager actually practices the feedback, performance, and conflict conversations they dread, against realistic counterparts, and L&D sees skills move on a team dashboard.
Three ways a generic chatbot can't match: iGrow's counterparts hold realistic personas that push back and get defensive instead of agreeing; every conversation is scored on Bill Eddy's B.I.F.F. framework (Brief, Informative, Friendly, Firm) rather than vibes; and every rep updates a longitudinal skill profile, so coaching compounds instead of starting from zero each session.
No. Individual practice conversations are private to the practicing manager — that privacy is what makes honest practice possible. L&D and People Ops see aggregate, team-level skill analytics: which skills are moving, where the gaps are — never individual transcripts.
Days, not months. iGrow runs in the browser and on mobile — no LMS integration required to start. A 25-seat pilot typically kicks off within one week of signing, including scenario selection with your L&D team.
Two ways in. The pilot is $1,500 flat for 25 manager seats for 90 days — everything included, no auto-renewal. Or skip the pilot and go direct on the annual plan at $25 per seat per month, billed annually, 10-seat minimum. Teams that pilot first and convert within 30 days lock $20 per seat for their first year.
A 20-minute call with the founders: we'll look at your newer-manager population, agree what success would look like, and you'll know by the end of the call whether the pilot — or going direct — makes sense.