Mara is not a coaching app with reporting bolted on. It is a system that measures, predicts, and shifts communication performance at the leadership layer of an organisation, with practitioner trust built into every output.
Eighteen years coaching senior leaders at the FTSE 250 tier. BBC Audio Drama Award winner. NLP Master Practitioner. The methodology behind Mara is the ICOP Method, in the room with leaders before it became code. Every protocol that deploys to a team carries her signature.
Before we explain the platform, here is the size of the gap it is built to close. Four numbers your CFO will already know in their bones.
Average annual cost of poor communication across 400 surveyed corporations with 100,000 or more employees in the US and UK. Lost deals, board misalignment, productivity loss.
Source: Holmes Report, communication cost survey
Cite ineffective communication as the underlying cause of workplace failures. Not skill gaps. Not strategy. Communication. Surveyed across 1,400 employees, executives, and educators.
Source: Fierce, Inc. workplace failure survey, 2011
Total returns to shareholders, five year window, at companies whose leaders are rated highly effective communicators, versus peers whose leaders are rated least effective.
Source: Towers Watson Communication ROI Study
Companies highly effective at change management and communication are 3.5 times more likely to significantly outperform their peers on financial measures.
Source: Towers Watson 2013-2014 Change & Communication ROI Study
Mara closes both gaps. It scales coaching access to the whole cohort. It measures the closure.
The fastest way to kill a programme at this tier is to make participants feel watched. Mara separates engagement from content at the database layer, not as a setting. Participants know this. They engage accordingly.
Mara coaches across the Five Systems of Presence: State (the nervous system underneath the work), Signal (what the body sends before and after the words), Clarity (the precision with which thinking arrives in the room), Attention (where awareness sits in a high stakes moment), and Authority (unobstructed access to what the leader already knows). The framework is the methodology, eighteen years in the room.
Programme engagement. Sessions completed. Practice recency. Cohort trajectory on a ten point scale. Meeting analysis at the group level. Aggregate readiness scores against upcoming events. Anonymised cross client benchmarks.
Anything said inside a coaching session. Personal reflections. Individual journal content. The specific exercises a participant was given. Any clinical or psychological labelling, ever.
Each member moves through five distinct surfaces inside the platform, plus the sixteen session core programme. Short, frequent, real material. Senior leaders finish this one.
Executive coaching on a real situation the member is working on. Ten to twelve minutes.
Rehearse a pitch, presentation, or public speaking moment with calibrated scenarios.
Private space for difficult conversations and decisions where stakes are high.
Two to twenty minute somatic reset between meetings.
Ten minute pre performance warm up before a known high stakes moment.
Plus The Programme: sixteen sessions across ninety days, the ICOP Method delivered in sequence. Mara opens each session by referencing the previous one. Continuity is built in.
Every practice run produces structured measurement data. The platform persists every signal, computes a personal performance score, and over time builds the only dataset of its kind in the senior leadership tier. This is the foundation that makes everything else above it valuable.
Five signal channels, persisted to a dedicated dataset. The participant never sees the raw numbers. The platform uses them to coach, score, and benchmark.
Vocal energy variation, speaking pace in words per minute, posture stability across the run, shoulder symmetry, head lean. Captured on device. Never raw audio or video stored.
A single weighted number that travels with the member across sessions. Improvement measured against the member's own session one baseline, not an external standard. Weighting is transparent and configurable per programme phase.
Vocal energy variance 30%, pace consistency 20%, posture stability 25%, session completion quality 25%.
Once the dataset reaches threshold for a segment (eight cohorts, sixty participants in your seniority band), the benchmark engine activates. Your cohort's average entry, midpoint, and endpoint scores appear next to a baseline of senior leaders at comparable organisations.
Your cohort started at 54, the cross client baseline for senior leaders in financial services was 61. Your cohort ended at 78, the baseline ended at 75.
Default retention is ninety days for individual signals. Enterprise contracts can elect twelve or twenty four month retention so longitudinal analysis works across a full talent development programme. Per organisation setting, stated in the DPA, surfaced in the consent flow.
The buyer's most pressing question is not how a leader performed last session. It is how ready they are for the pitch on Thursday. Mara answers that question explicitly, for individuals and for teams.
Register an upcoming event. Mara calculates a readiness score that draws on practice recency, performance trajectory, scenario alignment, and nervous system stability. Score updates after every session. Members get specific guidance. Teams get a dashboard.
A member or an L&D admin registers an upcoming high stakes event: type (investor pitch, board presentation, all hands, difficult conversation, media interview), date, pressure level (contained, elevated, critical). The event becomes the orientation for everything that follows.
Computed after every session once an event is registered. Four inputs: practice recency (sessions in the last fourteen days), performance trajectory (slope across the last four sessions), scenario alignment (whether the member has practiced the specific scenario type), and nervous system stability (whether key signals are converging toward the member's personal best).
A score below sixty triggers a Mara recommendation at the start of the next session: a specific focus designed to close the gap before the event.
When a registered event is forty eight hours away, the platform changes mode. Mara opens every session with explicit reference to the event. If the member has not opened a session in seventy two hours before a critical event, the platform sends a check in prompt. The system is watching their back.
Registered team events appear as a timeline. Against each event, the dashboard shows the average readiness score of the attending team members and the distribution. Members below threshold are flagged. The admin can trigger a recommended session for below threshold members with one click. Renewal conversation writes itself.
The team coaching layer is where the six month renewal conversation lives. Transcript ingestion, group analysis, per member debriefs, AI drafted protocols with practitioner approval, and a six month outcomes report. The L&D buyer's evidence pack.
Real meetings uploaded, mapped, analysed. Each member gets a personalised debrief. The team gets a protocol. Jade signs every protocol before it deploys. A six month report arrives in your inbox at the renewal point.
Upload meeting transcripts as text, VTT, SRT, paste, or audio file (mp3, m4a, wav, webm). Live recording inside the platform also supported. Each detected speaker is mapped to a profile or labelled as a guest. Members can be marked observers.
Mara reads the transcript and produces structured analysis: talk time distribution, interruption patterns, decision arcs, and dynamics worth noticing. Visible to the L&D admin. Members see it only when the admin chooses to share.
Within ten minutes of analysis completing, each mapped member receives a personalised debrief: a sixty word arc of how they showed up, three timestamped moments with coaching reads, two specific tips for next time, and one reflection question. Tone calibrated to how the member responds.
Set up a named recurring context: "Leadership team weekly", "Investor relations monthly". Mara tracks communication quality across the series over time. Talk time distribution, hedging language incidence, recovery quality after challenge, average vocal authority per speaker. A monthly trend report goes to the admin automatically.
Once baseline and two meeting analyses exist for a team, Mara drafts a six week intervention protocol. Diagnostic summary, three to five objectives, eight to twelve sequenced interventions across the team, individual members, and pairs. Calibrated to the patterns actually observed.
Every protocol passes through Jade Matthew's approval inbox before it deploys. She sees the draft, the team it is for, the analyses that generated it, the communication gaps it addresses. Approve as is, edit, or reject with a note. Only approved protocols reach teams. This is what makes the platform trustworthy and legally defensible.
At the contract midpoint (or end), the platform generates a Programme Outcomes Report as a PDF. Cohort entry versus current scores with a trend line. Three skill areas with the largest aggregate improvement. Three smallest, with Mara's recommendation for the next phase. Meeting series trends if data exists. A one paragraph narrative written by Mara in the operator register. Delivered by email. Forwardable to the CFO.
A platform embedded inside a company's existing workflow is ten times harder to cancel than one that sits outside it. Each integration below is a switching cost. Every one that goes live makes the contract harder to lose.
Google Calendar and Microsoft Outlook via OAuth. Read only. Detects upcoming high stakes events from the calendar and pre registers them as performance events with a readiness score attached.
Calendar titles and descriptions are never stored. Pattern match runs in memory.
A Mara bot sends pre performance nudges the morning of a registered event, weekly readiness digests to L&D admins, and session completion confirmations to the individual.
Coaching content is never sent into a channel. Only logistical signals: scheduled, completed, score changed.
For sales leaders. Read only OAuth access to deal records. Mara orients the session toward the specific deal closing soonest, with deal name and stage in the opening prompt.
Deal data is fetched at session start, used in that session, released. Never stored. Opt in per user.
Session completions and performance scores post automatically to Cornerstone, Workday Learning, or SAP SuccessFactors as xAPI statements. Mara becomes a system of record inside your existing L&D infrastructure.
Coaching content never appears in the LMS. Only completion, score, and event readiness events.
Users log in with their existing company credentials via Microsoft Entra ID, Okta, or Google Workspace. Roles resolved from identity provider group claims. No separate password.
No shadow identity system for IT to manage. SCIM provisioning available as a follow on item.
A simulated view of an active enterprise cohort. The boundary between visible and private is stated explicitly inside the dashboard, not buried in a settings page.
| Event | When | Attendees | Avg readiness | Below threshold |
|---|---|---|---|---|
| Series B presentation | 3 Jun · 14:00 | 4 | 78 | 0 |
| Quarterly board meeting | 11 Jun · 09:30 | 6 | 64 | 2 |
| All hands Q3 launch | 24 Jun · 16:00 | 9 | 71 | 1 |
| Member | Role | Sessions | Engagement | Status |
|---|---|---|---|---|
| Priya Shah | CFO | 14 of 16 | 91 | Active |
| Marcus Reid | COO | 12 of 16 | 78 | Active |
| Ana Mendoza | Director, Product | 9 of 16 | 62 | Stalled |
| Edward Cole | Partner | 16 of 16 | 94 | Complete |
| Layla Hassan | VP, People | 13 of 16 | 86 | Active |
Your cohort is +0.4 points ahead of the senior leader baseline for professional services.
Auto generated at day 90. Forward straight to your CFO.
Average point movement of senior leaders across a sixteen session programme, on a calibrated ten point scale. Movement is what funds the renewal.
Short sessions. Three times a week. Ten minutes. Private. Real material from this week, not generic content. The format is engineered for the audience that famously does not finish executive coaching.
Pilot to evidence in one quarter. The renewal pack lands in your inbox at day 90. You forward it to your CFO. You do not write a thing.
Mara drafts. Jade Matthew signs. Every protocol carries her name. The AI does the volume. The human carries the relationship. No other platform offers both.
Most platforms ask participants to trust a setting. Mara separates engagement from content at the database layer. Participants know this. They engage accordingly.
Anonymised trajectory benchmarks drawn from senior leaders at comparable organisations. Once your segment qualifies, the line goes on your renewal slide.
Built on Jade Matthew's eighteen years working with senior leaders at the FTSE 250 tier. Performance coaching, not wellness theatre.
At fifty enterprise contracts, Mara holds the only dataset in the world correlating measured communication behaviour with leadership outcomes in professional contexts. That dataset becomes the scientific foundation for benchmarks, predictive models, and research partnerships no competitor can replicate. Buying Mara at the enterprise tier is buying into the dataset as well as the coaching.
The data compounds. Every cohort makes the next one more accurate. Competitors entering the market five years from now will face a dataset they cannot catch up to.
Every enterprise contract gets a named contact at Session who knows the cohort, attends mid pilot and outcomes reviews, and carries the renewal conversation. Relationship layer on top of the platform.
Enterprise clients can request custom benchmark segments (industry, function, region). When the segment threshold is met, the dashboard surfaces benchmarks specific to that segment.
Pricing is shaped to the cohort, the cadence, and the scope of the named account work. The full price list is shared on enquiry.
Seven days. You and up to four colleagues. The same product an enterprise contract runs on. Real coaching, real dashboard, real evidence at the end of the week.
Apply below and Jade will review your application personally within one working day. If your cohort fits, you and up to four colleagues get full access to the live platform for seven days.
Apply for 7 day access