Training
There are two of you, training everyone.
Lontra moves what the company has to get across, and what its best teams already know. The first travels down during the conversation and tells you who understood. The second comes up from the field and becomes a training in minutes.
30 conversations free. No credit card. €2 per person per month after that.
Demonstration view
Manager · Check-in to prepare
The number shows a gap. The context is missing.
Manager brief ready
Lontra
What does the manager need before the conversation?
Three facts, two questions to ask and one commitment from last time, still open.
Illustrative data. The demonstration always separates facts, hypotheses, and decisions.
The cost of the blind spot
Training arrives afterwards, for whoever could attend.
A new process goes out as an email to everyone, with a twenty-page deck. A session is scheduled: the people on shift do not come. Six months later nobody knows who understood what, and the team applying it best has explained it to no one.
Today
An email to everyone, a deck nobody opens, a session for whoever was free. No trace of what was understood, and the know-how of the best team stays in that team.
With Lontra
Each person hears the part that concerns them during their conversation, in their language, and explains it back in their own words. You see who has it and which point to revisit. What the best team does differently becomes training for the others.
In numbers
- 10 minfor a conversation, typed or dictatedon the employee’s own phone, when it suits them
- 5respondents minimum before any aggregatea governance floor, and it does not move
- €2per person per month, one conversation includedfrom 50 people; 30 conversations free to try it
The two movements
What the company has to say goes down. What it already knows comes up.
Top-down
Get a process across, and know who understood it
You drop in the new process, the new rule or the leadership message. During their conversation, each person hears the part that concerns them, in their language, on their phone. Lontra does not settle for a yes: it asks for an example from the actual job.
- 01You drop in what has to get across, and to whom.
- 02Each person hears the part that concerns them, during their conversation.
- 03Lontra asks them to say it back, or to give a concrete example.
- 04You get who understood, who needs a second pass, and on which exact point.
Illustrative scenario
A retailer changes its returns rule. At the till, the conversation raises the case of an item with no receipt; one associate explains the new rule in their own words, another still describes the old one. HR sees both, store by store, and knows which point to go back over. This example illustrates the mechanism. It is not a measured result.
Bottom-up
Turn what the best team does into training
Conversations surface what the team that succeeds does differently. The Studio turns it into a video, a podcast, a one-pager, a quiz or a deck, in your house style and in each team's language. Your people review and approve: nothing ships on its own.
- 01Conversations surface the practice that explains the gap.
- 02The Studio turns it into a video, a podcast, a one-pager, a quiz or a deck.
- 03Your teams review and approve before anything is distributed.
- 04Your existing learning platform distributes it, and the next campaign checks it is being applied.
What becomes possible
What two of you can finally do.
Get a process to everyone, including the people who never make it to a session
Know who understood, by team and by site, instead of counting attendance
Go back over the one point that blocks, rather than redoing the whole training
Capture what the winning team does before its make-up changes
Produce in each team's language without going back to an agency
Keep human approval on everything that is distributed
Inside the product
What the Studio produces, and who approves it.
Every step shows what was observed, what was inferred, and who decides.
A practice keeps coming up in the conversations of the team that hits its targets.
Lontra presents it as a lead worth investigating, with its sources and its counterexamples.
You decide to turn it into training. The Studio produces a first pass.
Your teams correct it, approve it, or reject it. Nothing ships without that step.
Distribution goes through your existing platform, not one more tool.
The next campaign asks whether it is being applied, and what still gets in the way.
“We are trying to build out so many trainings for managers, and it’s just the two of us. You just created a training within minutes, and it even captures our style.”
To try it
Your first training, this week.
You start on your own, in ten minutes, and you are not on your own: an assistant guides each step, and a person answers if you ask. No quote, no project, no integration to wait for.
You open an account
Ten minutes, no credit card. You run the first conversation yourself, to see what it gives.
You drop in what has to get across
A process, a rule, a message. You choose who should hear it and in which language.
You read who understood
By team and by site, from five respondents up. You see the point that keeps coming back and deserves a second pass.
The Studio switches on
It is a module of the subscription, activated after the trial. Ask us for a sample produced in your own style: let's talk about it.
The manager gets a brief, never the raw conversation.
HR reads aggregates, from five respondents up. That floor is not a setting.
Nothing is distributed without a person having read and approved it.
Signals inform human decisions. They do not replace them.
Rolling out across countries, or want to look at your case together? Thirty minutes is enough.
30 minutes. Your problem, your teams, your measure.
Less theater. More performance.