Can robots teach humans how to be better managers?

I recently had a tough talk with a robot named Bob.?

In a make-believe scenario during which I pretended to be his boss, Bob told me he wanted a raise. Sadly, there was no room for that in my imaginary budget. I told him I really valued his work, and tried to offer him other non-monetary benefits, but he wasn’t having it. That’s when I switched to a firmer tone, and told Bob that if he wasn’t happy, he could find a different job that suited him better. Unfortunately, he warmed to the idea immediately, saying that he needed to “seriously consider other opportunities.”?

So how did I do as a manager? The good news is that I let Bob know I appreciated him, and tried to offer him some salary alternatives. The bad news is that I planted the idea that he should leave—an outcome I never wanted. All in all, as his faux manager, I could have done a lot better.

Bob is part of a new generation of AI coaching products created for bosses to perfect their management skills in a controlled setting, so that they can ultimately improve their performance with human beings. These bots are designed to do things like practice salary negotiations, feedback conversations, or other potentially fraught office interactions. That’s particularly interesting to companies trying to solve for under-trained and burnt-out managers—a group that has an outsized impact on things like productivity, retention, and morale. Although top executives have had access to high-level corporate coaches for many years, this technology holds the promise of bringing that luxury to a much larger group of workers. But can a robot really teach a human how to be a better manager? Even the product creators themselves are careful to say that these bots are not a substitute for things like mentoring and long-term professional development.?

“I would still not consider this as a replacement for more traditional management training,” says Apratim Purakayastha, the general manager of talent development solutions at Skillsoft, a talent development company that has released an AI manager training product. “I think this is a good practice tool at this moment, right? But this does not replace coaching.”

Bryan Ackermann, the head of AI strategy and transformation at Korn Ferry, agrees that it would be a big mistake for companies to use a set-it-and-forget-it approach to this technology. “I think any sentence that starts or ends with, ‘I’m going to let the bot handle this and then walk away,’ is wrong,” he says.?

Instead, he argues that AI performance coaches can be part of a toolkit for companies taking a more holistic strategy choices to train their bosses. That includes setting goals, checking in on how they’re doing, and speaking with their direct reports to gauge how they’re improving.??

“Now you have my attention,” says Ackermann. “Now you’re talking about a more fully formed effort to develop the population of managers.”??

You can read more about Bob and the new generation of AI management coaches here.?

Leadership tip of the week ??

Some major companies have walked away from their DEI commitments recently, but nearly half of businesses say they have no plans to change their diversity policies, writes my colleague Brit Morse. “Despite the increased scrutiny, many companies seem to be taking a measured approach, rather than rushing to end or scale back IE&D efforts,” says Jeanine Conley Daves, an employment attorney and member of Littler’s IE&D Consulting Practice. “It makes sense not to make extensive changes to efforts and initiatives that have helped to build a strong company culture.”

Leadership Next

ōURA is more than just a sleep tracker—it’s a cultural phenomenon. In this episode of Leadership Next, Oura CEO Tom Hale joins Fortune's Diane Brady and Kristin Stoller to discuss how the smart ring has become a symbol of well-being, embraced by everyone from high-profile figures like Mark Zuckerberg and Kim Kardashian to everyday users looking to optimize their health.

Hale explores Oura’s expansion into activity readiness and women’s health, the importance of accuracy in wearables, and the growing consumer demand for data privacy—especially in the wake of Roe v. Wade being overturned. He also shares compelling stories of how Oura has helped athletes, cancer patients, and even non-drinkers make informed lifestyle choices and develop healthier habits. Plus, hear his take on whether too much health data can be a bad thing—and what Oura is doing to remain a trusted companion in personal health.

Listen to the episode and subscribe to Leadership Next wherever you listen to podcasts, or read the full transcript here.

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