Virtual gyms
for leadership skills.
Ensure every team member is ready to lead before they have to.
Loved by teams from high-growth organizations.
Ensure every team member is ready to lead before they have to.
Loved by teams from high-growth organizations.
Most programs fail in three ways: no practice, generic feedback, no follow-through. Our approach fixes all three.
Weekly team game sessions that train collaboration and problem-solving. Not another presentation to sit through.
Evaluate abilities based on real behaviors, not self-reported surveys.
Team members practice, get evaluated, repeat until new habits stick. Stop wondering if they're implementing what they learned. See it in real time.
A weekly 1:1 with an expert coach, applying the same skills to real work problems. So they transfer to where it truly matters.
Stop guessing who's ready to lead. See who is - and develop the rest until they are.
“I'm curious why same colour bubbles give different points? Problem Identification100%Problem Identification · mark 2 of 2Full marks: the question points at something specific, not just "let's figure out how points work." The sharper the question, the easier it is to actually answer. I've noticed that the orange bubbles give you either 2 and 1 points and I noticed each has a different label on it, Research67%Research · mark 2 of 3Clear about what they saw and how it connects. For full marks, the research should feed into a plan, because noticing things only pays off once you use them. so perhaps the labels determine how many points they give. Hypothesis100%Hypothesis · mark 3 of 3Full marks: the guess comes from a pattern they saw more than once, not a hunch. Guesses built on repeated evidence are far more likely to hold up. I'll try out the orange bubbles with different labels to see whether this is true. Experiment33%Experiment · mark 1 of 3They want to test it, but there's no plan for how. Without a plan and an expected result, you can't tell whether the test actually proved anything. Also, I think we should go on the green bubbles, they seem to give a lot of satisfaction.” Recommendation67%Recommendation · mark 2 of 3There's a reason behind the advice, but no data. Backing it with real numbers matters, because that's what makes advice easy to trust and act on.
| Skill | Session 1 | Session 2 | Session 3 | Session 4 |
|---|---|---|---|---|
| Problem Identification | ||||
| Research | ||||
| Data Collection | ||||
| Hypothesis | ||||
| ExperimentKey focus area |
Katie McHenryOperations Associate
“It's kind of like therapy, but for problem solving and collaboration.”
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Wilina BergenHead of People & Culture
“It works. That's just it. We see behavioral changes that are helping us reduce people problems.”
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Anna FrankowskaProgramme Manager
“This is the future of any training. After just 3 sessions, I've already noticed the difference.”
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Mike LampQA Manager
“I made more progress in one month than in the four months prior.”
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Dr. Orhan Can GörürDeveloper Manager
“My direct reports are happier, they're performing really well and I don't need to do anything.”
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Michelle CarrizosaLead Program Manager
“This has shown me a lot of my blindspots that I can improve.”
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Rūta ZagorskyteHead of Account Management
“We all know the best practices. But knowing doesn't mean that we instinctively do it.”
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Catherine BurnsSenior Trainer
“So much more impactful than anything else that we've tried to do.”
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Maria ZatelliProgram Manager
“I've done a few courses on leadership, but it's never been as practical as this.”
Full story →Every aspiring leader climbs the same ladder. We train the behaviors each stage demands - before they're needed.
Instead of running with the first idea, they research the cause, check the data, and test the fix before it ships.
Instead of working on everything at once, they set a measurable target and bet on the highest-leverage part - and you hear the reasoning before the work starts.
Instead of announcing a plan and hoping, they set one measurable goal and split it into owned pieces - then bring the work back together.
Don't bring in leaders. Build them.
Hiring people with these behaviors costs $178k more per year in pay. Building them in your own people costs as low as $1,500 - once.
Book an info sessionGrey: avg. pay without these behaviors, $165k
* Bars drawn to scale. Difference in avg. total pay between our top 10% and bottom quartile scorers, across 100+ evaluated leaders. San Francisco, US standard.
** Starting price. The total depends on each individual's effort and how quickly the new behaviors stick.
Creo is a "virtual gym" for leadership skills. Teams play collaborative, ambiguous game simulations to practice problem-solving and teamwork, improving through practice rather than just theory.
After each game, AI analyzes the audio transcript to provide personalized feedback on over 20 specific behaviors.
The training consists of 2 weekly sessions: a 75min game session and a 45min 1on1 coaching session. Minimum engagement is 4 weeks of sessions. All of it is fully remote-friendly.
We solve the three biggest problems with traditional training:
1. It's too passive. Instead of theory-filled lectures, our simulations provide a safe, low-stakes environment to practice leadership skills in real-time.
2. Feedback is generic. Unlike one-size-fits-all advice, our AI tracks over 20 behaviors to give personalized, actionable guidance.
3. There's no follow-through. We replace one-off workshops with continuous training, helping leaders build muscle memory until behaviors stick.
Because games give you the shortest feedback loop for learning. Trying a new behavior in the real world means waiting days or weeks for the right situation, and you only get one attempt. In a game simulation, that situation arrives in minutes, the outcome is immediately visible, and you can try again right away - the same reason pilots train in simulators.
Games also make it safe to fail. Experimenting on your real team costs real trust when it goes wrong, so most people never experiment at all. In the simulation, failed attempts cost nothing - which is exactly what makes people bold enough to build new behaviors, repetition after repetition.
Our training is perfect for new managers and individual contributors. For new managers, it helps adopt necessary behaviors to lead by example. For individual contributors, it builds the critical habits needed to operate independently without oversight and prepare for future leadership roles.
100% participants see measurable improvements in problem-solving and collaboration behaviors within 4 weeks of sessions, as the feedback loop is immediate and actionable.
For the organization, this shows up as teams that take decisive action in ambiguity, solve problems without constant escalation, and execute faster with less top-down management.
More questions? Book an info session