Bring one messy task, stuck moment, or half-formed goal. Your coach turns it into a focused practice session you can use right away.
Your context
So advice fits
Your tools
So practice transfers
Your stuck point
So the lesson starts there
Good coaching starts with the bottleneck.
Name the part that drains time, confidence, or momentum. The coach builds from there.
Describe the bottleneck
Takes about 15 seconds
Try an example, fills in the blanks for you:
Name your challenge
Tell the Coach what's taking too long or holding you back.
Get a short path
In seconds, the Coach turns your task into a few clear steps.
Practice and save
Learn one step, try it on your own work, then save the steps for later.
Starts from your problem
Not a catalog. Your actual challenge is the curriculum.
Zero setup
No enrollment, no course search. Teaching starts in the first message.
Remembers your progress
Every session builds on the last. Skills compound.
Tracks mastery, not completion
See exactly which skills you've nailed and what's next.
Start free. No account needed for your first session.
Most L&D tools fail at the same point: the moment between a training session and the next time that skill is needed at work. Skills Coach closes that gap with a Skill Guide — a step-by-step workflow the employee builds during the session, grounded in their specific tools, ready to use the next morning.
The session produces an artifact. The artifact creates the habit. Research on procedural memory and spaced retrieval shows that the single highest predictor of skill retention is whether the learner produces and uses an output — not whether they completed a module.(Karpicke & Blunt, 2011; Kornell & Bjork, 2008.)
Most AI training measures the wrong thing: completion rates. A learner who watched a 20-minute video and clicked “Done” has the same record as one who built a reusable prompt template and used it in three real tasks.
Skills Coach only marks a node complete when the learner submits real work and the coach evaluates it. The Skill Guide is the evidence — their actual words, their actual output, applied to their actual tools.
The question to answer is: did time on high-effort tasks go down? We suggest tracking one task type per team — campaign briefs, status reports, meeting summaries — and asking employees to log time before and after two weeks of sessions.
This is not a platform-generated metric. It is a before/after comparison the team records themselves, which makes it credible in any internal review. Skills Coach gives you the Skill Guides as supporting evidence: concrete, dated, role-specific artifacts showing what each employee learned and how.
Session content — your employees' prompts, outputs, and Skill Guides — is stored under your account and not used to train models. Shared sessions generate read-only links; no third party can access your account data from a share link.
Data residency and DPA options are available for organisations with specific compliance requirements. Contact us before starting a pilot if this is a requirement.
Generic course libraries answer “what is prompt engineering?” Skills Coach answers “how does prompt engineering apply to writing a HubSpot campaign brief in this organisation?” Those are different products.
If your team already knows the theory and is not applying it at work, more theory is not the gap. A session that ends with a role-specific, tool-specific workflow they can use tomorrow is.