Emma Laurent
XAKROM Host
I will be your host during the onboarding, and I'll walk you through the steps.
Getting started
Welcome to XAKROM
XAKROM is where you practise difficult conversations before having them for real. You talk by voice with fictional characters that react according to their personality.
XAKROM is a word that means six colours. It comes from ancient Greek, where Hexa (ἕξ) is six and Chroma (χρῶμα) means colour. Here it refers to the six personalities you will be able to practise conversations with.
Main options
My Profile · get to know yourself.
Profile your colleague · understand who you will talk to.
Training · practise by voice with the character.
The SCORE Method · the framework to build the conversation.
Start with My Profile, it takes about five minutes.
Dashboard
Your XAKROM training space
What is XAKROM?
XAKROM is a voice-based practice simulator that trains your ability to hold conversations with people of different personalities. In each session you interact with one of six AI-powered characters, each with their own communication style, emotional triggers and hidden levers that only reveal themselves through trust and a well-led conversation.
Emma Laurent
XAKROM Host
Talk to me and I'll walk you through the platform.
Ricardo Navarro
Your Coach
Talk to me about your profile and what to practise today.
Your progress
How it works
01
Know yourself
Start with My Profile to identify your interaction style and what to watch in feedback conversations.
02
Know your colleague
Profile your colleague to identify their type and get a tailored strategy before the real conversation.
03
Practice
Have a real voice conversation with the AI character. No script. Your skill determines the outcome.
04
My sessions
Review each session and its SCORE when scoring is ready.
Coming soon
Skills practiced
See which competencies you have worked on and how your performance evolves.
My sessions
Each session and its result, ready when scoring completes.
Before you train
Training
What training is
Training is a real voice conversation with an AI character.
Why these six
They are not six random characters.
How to recognise each one
Challenger · breaks barriers and pushes limits; goes straight at things.
Competitive · wants to win and stand out; measures their worth by results.
Social · lives open to options and people; fears closing doors.
Peacemaker · seeks calm and harmony; avoids conflict.
Perfectionist · seeks what is correct and well done; demanding of themselves.
Technician · observes and analyses; needs to understand before acting.
A note: these six characters are archetypes.
Two directions of conversation
You are always the one who starts the conversation. What changes between modes is the direction: who the other person is.
Downward
The character is someone on your team. You interact with a team member.
Upward
The character is your manager. You interact with someone above you.
They are two distinct skills. You choose the direction when you pick who to practise with.
Before you start
Stick to the case
Keep the conversation inside the scenario.
Improvise the details
Within the case, invent what you need.
Let it breathe
Pause between turns.
You can repeat
Don't aim for the perfect answer.
Training
What do you want to practice?
Choose a topic. Then you choose who, and in which mode.
Training
Who do you want to practice with today?
Ricardo Navarro
Your Coach
Talk to me about what to practise today.
THE PERSON
Ingrid Hoffmann
THE SITUATION
Xakrom, Inc.
WHAT HAS HAPPENED?
THE DYNAMICS
Ingrid Hoffmann
Things to keep in mind
Ricardo Navarro
Your Coach, pre-session brief
Talk to me if you're not sure how to open the conversation.
SCORE
SCORE
Each session lasts up to 15 minutes.
00:00
●
Emma Laurent
XAKROM Host
Talk to me to decide what to do next.
Ricardo Navarro
Your Coach, session debrief
Talk to me to go over your session.
Session completed
Ricardo Navarro
Your coach is here
If you need any guidance before you start, I'm here to help.
Collaborator profile
What is your interlocutor like?
Now we are going to get to know the person you will be talking to. In a 16-question test we will try to identify how they behave, how they react under pressure and what drives them. At the end we will recommend one or two characters who resemble them for you to practise with.
Answer from what you have observed in this person, not from how you would act. Both ends of each scale are valid: they describe their approach, they do not evaluate it.
This test is based on your observation, not on the person themselves: it frames your training and does not claim to be rigorous or deterministic.
Your results
Confidentiality
This information is for you alone
To protect the privacy of the person you are going to talk to, identify them with a reference that only you would recognise. Nothing you type here needs to point to who they really are.
To protect confidentiality, do not include their job title, initials, or any detail that could make it possible to identify or trace that person.
1 and 5 are both valid styles, this scale measures approach, not quality
Section B
Under pressure
The last 3 questions are about how this person responds when something goes wrong or when they receive criticism.
Section C
One last question, different from the previous ones
The 15 questions describe day-to-day behavior. This last one goes deeper: what actually drives them?
Everyone has a dominant emotional focus. There are no right or wrong answers.
Which of these statements best describes your colleague?
Select up to three, in order, tap again to remove.
Ricardo Navarro
Your Coach, profile introduction
Talk to me to understand this profile before you practise.
Best match
What to expect in this conversation
Based on your 16 answers, we compare the behaviours you have observed with the pattern of each of the six reference characters. The percentage is the degree of match: the higher it is, the closer what you have described is to that character. Take it as a guide for choosing who to practise with, not as a diagnosis of the person: it reflects your observation, and real people are far more complex and combine traits from several profiles.
Remember that practising with reference characters serves a learning purpose, not an evaluation.
Voice check
Before anything else, let’s make sure you can speak and hear.
If you cannot hear the clip, check your volume or headphones before continuing.
Research
XAKROM is also research
XAKROM is not just an app for practising conversations.
What you should know:
Read the full text What data XAKROM keeps and who can see it
A few optional details
For research purposes only; you can leave them blank.
How you see yourself
Here are six ways of working and relating to others. Rank them: assign 1 to the one most like you and 6 to the one least like you.
Why did you place that description first? (Optional)
Ricardo Navarro
Your coach is here
This test identifies your interaction style: how you relate, what motivates you and your patterns when giving feedback. If anything is unclear before you start, you can ask me.
Step 1 of 2
My Profile
You are about to take a short test about yourself.
There are no right or wrong answers.
How you see yourself
Your My Profile test results
Which of these describes you better?
Halfway there
Good. Keep going.
Keep the same approach in the second half: go with what feels natural, without overthinking it.
Ricardo Navarro
Your Coach, profile reading
Talk to me to understand your profile and where to start.
The PDF is an expanded document: this report plus the full write-up of both your styles.
Ricardo Navarro
Your coach is here
If you need any guidance before you start, I'm here to help.
Feedback framework
The SCORE Method
The first connection between two people is emotional, not rational.
The four quadrants
Every conversation has four movements.
Most feedback models work like a transmission: one person speaks, the other receives. SCORE works differently.
Situation
“Let’s agree on what we’re talking about”
Both people agree on the context before anything else.
Conduct
“Let’s check exactly what happened”
Separating observable facts from interpretations is the hardest part of any feedback conversation.
Outcome
“Let’s explore what impact it had”
Impact has two layers that both need naming.
Reflection
“Let’s understand together what it means”
A real question does not confirm what you already think. It genuinely opens.
Engagement
“Let’s agree on what we do differently”
Both people commit to concrete actions, not only the person receiving the feedback.
Three intensities. One direction.
Not every conversation starts at the same level of trust.
01
Directive
You lead the structure.
02
Collaborative
You anchor the facts. Both explore impact together.
03
Facilitated
The other person leads. You hold the process.