High-performance teams are built in conversation.
Managers rehearse the 1-1 and the room — overdue feedback, peer conflict, the hard retro — before it's real.
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Case study · MiQ
How MiQ leaders learn to say the hard thing
MiQ embedded Real Talk Studio into its live leadership programme so managers could rehearse direct performance coaching — and get twice the practice reps in the same session slot.
2×
more practice in the same live session
Faster
group debriefs with personalised takeaways
Rep by rep
from "felt good" to "do this"
Read the MiQ story“I thought I was being really clear. The avatar said: well, you're not — I don't understand what you want me to do. Even leading a team, that was a zing of feedback in the moment.”
Clare Martin, Global L&D & Leadership Coach, MiQ
The 1-1 is necessary. It is not sufficient.
A coaching conversation with one person is different from holding the room when two peers talk past each other. Most programmes only rehearse the first. High-performance teams need both.
Team mode puts them in front of every reaction at once.
The first meeting after a restructure. The retro when checkout went down. Four people, four versions of the truth. We score what they actually said — not whether they watched the model.
Programmes that end in a team that can talk.
Report demonstrated competence — in the 1-1 and in the room — not completion rates. That is how you build a high-performance team, not a certificate.
The 1-1 still has to happen
Then they practise the coaching conversation — one person across the table.
Overdue feedback. The high performer who has gone quiet. Same scored practice as the team room: what they said, where they slipped, what to try next.
What they rehearse
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