Ask Lance is an always-available AI leadership advisor that your talent can access anytime — to reflect on challenges, prepare for critical conversations, or get guidance on their development. Unlike generic AI coaches, Lance doesn’t start from zero. Every conversation is grounded in calibrated behavioral data from real structured interviews, sponsor feedback, performance reviews, and growth plans.

• Personalised from day one — Lance already has deep context from OBA interviews, tBase reviews, and sponsor feedback. No onboarding. No setup.
• Evidence-based guidance — Answers grounded in actual behavioral data about the individual, not generic leadership advice.
• Available anytime — Talent can engage between formal assessment cycles — before a tough meeting, after a setback, or when exploring a new challenge.
• Continuous intelligence — Every conversation enriches the data layer, creating a richer picture of each leader over time.

OBA is an AI-powered talent assessment that captures real behavioral data from the people who work with your leaders every day. Lance conducts structured interviews with sponsors, peers, and direct reports — building a 360-degree behavioral profile grounded in actual observations, not self-reported questionnaires.

• Consultant-quality assessment at scale — what used to take weeks of interviews and months of analysis is delivered in hours, across any number of leaders.
• 32 leadership competencies — mapped to the GloCoach Leadership Model, identifying strengths and growth areas with precision.
• Bias reduction by design — AI-powered analysis eliminates the subjectivity of traditional 360 surveys and personality tests.
• Multilingual and global — Lance conducts interviews and generates reports in 15 languages, natively.

tBase replaces the annual performance review with a continuous, AI-driven process. Lance interviews both the leader and the talent about goals, progress, and challenges — capturing real performance data through structured conversations rather than forms. The result is a living performance signal that evolves with every review cycle.

• Conversations, not forms — Lance conducts structured interviews with both leaders and talents. No more checkbox fatigue.
• Configurable review cycles — monthly, quarterly, or custom. The organisation sets the cadence that fits.
• Dual-perspective capture — leader and talent each share their view, creating a richer and more balanced performance picture.
• OKR tracking built in — goals are uploaded, tracked, and linked to review cycles automatically.

CANDID automates the Behavioral Event Interview (BEI) — the gold standard of hiring assessment, traditionally reserved for expensive consulting engagements. Lance conducts deep, structured interviews with candidates, probing for specific behavioral examples and generating detailed assessment reports mapped to role requirements and company values.

• Consultant-quality interviews at scale — every candidate gets the same rigorous, structured interview regardless of volume.
• Role-specific behavioral probing — interview structure adapts to job description, required competencies, and company values.
• Cross-candidate comparison — standardised assessment enables objective side-by-side evaluation of candidates.
• Inconsistency detection — AI identifies contradictions and gaps in candidate narratives that human interviewers might miss.

Advisory Coaching pairs your leaders with experienced business executives — not career coaches, but people who have led teams, run P&Ls, and navigated the same challenges your leaders face. Coaches are matched by industry, role, and specific development needs, and every engagement is informed by OBA and tBase data so the coach starts with real behavioral evidence, not guesswork.

• Data-informed coaching — coaches receive the leader’s OBA profile and tBase performance data, so conversations target real development areas from day one.
• Business advice, not just questions — coaches share relevant operational experience and practical guidance, not just reflective questioning.
• SMART goal structuring — every engagement drives toward specific, measurable behavioral changes observable in job performance.
• Stakeholder-aligned — line managers and HR are integrated into the coaching framework to ensure organisational priorities are addressed.