Let progress speak in indicators
Every rehearsal becomes a data point: you see your own line over time; the HR team sees the same breakdown in bulk, by role and department.
Personal line + role/department trend; per-person results stay closed to the employer.
- Completion outcome
- Whether the conversation reached its intended outcome; this is what unlocks the next tier.
- Next focus behavior
- The single behavior the Coach picks in the debrief; the focus of your next rehearsal.
- Key utterance
- The sentence of yours that turned the conversation; recorded as evidence.
- Why articulation
- How clearly the reason behind the decision landed on the other side.
- Setting commitment
- A closing with a date and an owner; the moment words become action.
Mar 12
Negative Behavior Feedback
Outcome completed; focus behavior: concrete sentences.
Apr 2
Declining a Raise Request
Outcome completed; focus behavior: keeping the reason in one sentence.
The measures are the five things the Coach looks at in the debrief; there is no generic score.
The report brings your past rehearsals together on a single timeline — you see which skill you are repeating and which one you are moving forward on. The HR team never sees this per person; they read an aggregate trend by role and department only. That separation is a deliberate design decision: unless individual development data stays private, nobody is truly honest in a rehearsal. The HR team sees which department needs support in which skill, which lets them plan training around the need rather than around the person. The result: the individual’s confidence is protected, and the organization’s need is still visible.