Managers learn on the job — usually badly, in front of the people who deserve better. Harco is the safe room where they rehearse the moments that matter, then reflect with a coach who has read the whole session.
A two-day workshop teaches you a model. You forget it by Wednesday, because the model was never the hard part.
The hard part is finding the words when a direct report crosses their arms.
And the only place most managers get to rehearse is the actual 1:1 — with a real person, in real trust equity.
Ten to fifteen minutes. A realistic direct report. A reflection that fits on one page.
Give feedback to a top performer. Address an underperformer. Deliver a decision from above. Or describe your own.
Voice roleplay with a Character — the reserved senior engineer, the ambitious high performer, the disengaged veteran, the drowning new hire.
What landed, what stalled, and one specific move for the real conversation.
Pre-built scenarios you can start with today, or describe your own in a couple of minutes.
Get past the status update to the conversation that actually matters.
Push a strong performer without triggering defensiveness.
Name the pattern honestly, stay in the room, land the ask.
Deliver a call from above that your team is going to hate.
Say no to the ask without losing the person.
Hold the room through news you can't fully explain yet.
Across sessions, Harco maps how you balance directness and warmth, structure and curiosity, advocacy and inquiry. The point is to know yourself as a manager, then choose.
Create a shared Workspace for your management programme. Author scenarios that match your business — escalation playbook, feedback model, leadership principles — and Harco reflects against those. Practice stays private to each manager; adoption is visible at the cohort level.
A course teaches you a framework. Harco lets you rehearse the framework in the specific conversations you have next week — with someone who will not open up, someone defensive, someone you personally find hard. Frameworks are the easy part; the reps are the hard part.
Both. New managers rehearse conversations they have never had. Experienced managers practise the ones they have been avoiding for months.
Yes. Workspaces let you attach your own evaluation criteria — feedback framework, leadership principles, competency model — and Harco reflects against those instead of a generic model.
No. Practice is always private to the individual manager. What is shared inside a Workspace is the scenario library and the evaluation framework, not other people's transcripts.
Ten to fifteen minutes for a session and a brief reflection. Most managers run two sessions a week — one before a hard conversation coming up, one to work on a pattern.
Rehearse Wednesday's conversation before you walk into it. First session is free.
Practice the conversations that matter.