Skip to content Your people are trained. The feedback is good. Then the year happens — and you cannot show your leadership what actually changed.
MCE Learning Companions give your managers an AI mentor built on MCE’s own programme content, and give you a number at the end of it. Every practice session is scored, so a programme produces evidence instead of opinions.
Every lesson, answer and role-play comes from MCE’s own programme content — 100 years of management expertise, written and taught by MCE faculty. Not a general-purpose AI with a logo on it.
Your people learn a concept, then practise it out loud with a video avatar that answers back and does not make it easy. Each session is scored against the competences that matter in their role.
The same scenario, scored at the start and again at the end. The difference is the evidence — at individual level for the manager, and at cohort level for you.
STEP 01
Everyone runs the same scenario first, scored against the competences that matter.
STEP 02
Repeated rehearsal with an avatar that reacts, with feedback each time.
STEP 03
The same scenario, later. The difference is the evidence.
STEP 04
A cohort view of what moved and what did not, written for a board.
18 high potentials · five Companions each · one year
What they want. To grow a group of new managers into the mid-level leaders the business will need next — within a year, and without taking any of them out of the business for a week.
How it is set up. Five Companions were chosen to cover what that step actually demands. Everyone is scored in the first week, so the starting point is measured rather than assumed, and a target is agreed with the L&D team for each competence.
What comes back. The same scenarios at the end of the year, and a report showing how close the group came to the targets — competence by competence.
Illustrative example. Baselines are measured in the first week; targets are set with the client.
Most organizations prove it on one team before widening it. It is the least expensive way to find out whether this belongs in your development plan.
STEP 01
One team, and the three or four competences that matter most in their role.
STEP 02
Everyone runs the same scenario before anything begins. Half an hour each.
STEP 03
Across the year, in their own language, whenever the work gives them a reason to.
STEP 04
The same scenario again, and a cohort report you can take to your sponsor.
With an open programme
Seats for the cohort you have just sent, extending an investment you have already made.
Inside an in-company programme
Built into the programme MCE designs for you — your material, your scenarios, your competence framework.
On its own, by role
Companions assigned as seats to people who are not going on a programme this year.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Identify data, algorithmic, and confirmation biases in AI outputs, then practise spotting bias red flags and defending your decisions against them.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Identify data, algorithmic, and confirmation biases in AI outputs, then practise spotting bias red flags and defending your decisions against them.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Identify data, algorithmic, and confirmation biases in AI outputs, then practise spotting bias red flags and defending your decisions against them.
Identify data, algorithmic, and confirmation biases in AI outputs, then practise spotting bias red flags and defending your decisions against them.
Identify data, algorithmic, and confirmation biases in AI outputs, then practise spotting bias red flags and defending your decisions against them.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Learn a practical framework to evaluate AI use cases, prioritize by business impact, and make the case to stakeholders with confidence.
Learn a practical framework to evaluate AI use cases, prioritize by business impact, and make the case to stakeholders with confidence.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Learn to close a stakeholder communication with a specific, time-bound call to action—and role-play handling the response when they say yes, maybe, or no.
Learn to close a stakeholder communication with a specific, time-bound call to action—and role-play handling the response when they say yes, maybe, or no.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Master structured prompting techniques and practise refining vague requests into precise, thought-provoking AI responses that sharpen your own reasoning.
Master structured prompting techniques and practise refining vague requests into precise, thought-provoking AI responses that sharpen your own reasoning.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Learn the four growth factors that predict who will thrive in digital-first roles, then role-play a high-potential conversation with an AI-native challenge built in.
Learn the four growth factors that predict who will thrive in digital-first roles, then role-play a high-potential conversation with an AI-native challenge built in.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Understand the four pillars of the future workforce (connected, unconstrained, cognitive, omni-channeled), then role-play talent development conversations in a hybrid, AI-augmented environment.
Understand the four pillars of the future workforce (connected, unconstrained, cognitive, omni-channeled), then role-play talent development conversations in a hybrid, AI-augmented environment.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Learn to weave clinical, economic and real-world evidence into one credible value story, then practise tailoring it to a specific payer panel in a live negotiation scenario.
Learn to weave clinical, economic and real-world evidence into one credible value story, then practise tailoring it to a specific payer panel in a live negotiation scenario.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Build confidence with cash management and investment decision-making frameworks, then practise pitching a capital project to a CFO scrutinizing your numbers.
Build confidence with cash management and investment decision-making frameworks, then practise pitching a capital project to a CFO scrutinizing your numbers.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Learn to build trust and influence across organizational boundaries, then role-play a partnership tension where two organizations have conflicting priorities on IP or governance.
Learn to build trust and influence across organizational boundaries, then role-play a partnership tension where two organizations have conflicting priorities on IP or governance.
Work through real scenarios where you clarify accountability, assign responsibility roles, and communicate your reasoning so others understand why you made—or didn't make—the move AI suggested.
Move from static succession planning to agile talent flow—understand how to keep roles and career paths flexible while maintaining strategic depth.
Learn to diagnose where your structures are slowing you down, then design agile operating models and role-play the conversation where you convince a traditional function to collaborate by default.
Need clarity before moving forward?
Speak with our team and get direct answers tailored to your business challenges.
Course libraries are watched. A Companion is practised: your people do it, out loud, and are scored on it. It sits on top of what you already have and attaches to the programmes you already run.
It is used when there is something to use it for — before a difficult conversation, between modules, ahead of a presentation that matters. In 11 languages, on any device, at any hour.
Choosing the group and the competences, and a baseline session of about half an hour per person. After that it runs itself until the re-measure.
No. A browser is enough — no IT project, no rollout, no licences to manage on your side.
Your data is hosted with our provider in Belgium; AI features send content to trusted third-party services only to generate a response in real time, and it is not used to train their models.
Priced by cohort size and by the number of competences measured. Tell us the group and we will price it.
