Staff profiles

A person’s profile is the single place to understand and manage their development. To know anything about someone, what’s expected of them, where they stand, and the context behind it, start here.

The Overview tab: who the person is, what's expected of them, and how they're progressing.

What a profile brings together

Expectations

Every skill expected of the person, both inherited from their role and assigned directly through their career plan. Each skill carries its designations (required, priority), so it’s always clear what matters most.

Skills Assignments: the person's expectations, with mastery and recent observations beside each skill.

Skill progress

The current level and mastery for each skill, built from discrete observations. Observations come from three sources, shown side by side for every skill:

Data Points: assessments recorded by a coach or expert, in Meetings or as quick observations. These drive mastery (see Calculating mastery).
Self: the person’s own self-assessments.
AI: practice sessions graded by AI Coaching.

The skills grid showing only the Self, AI, and Data Points columns, with recent results filled in for each skill. — Each skill's recent results by source: self-assessments, AI-graded practice, and coach-recorded data points.

As observations accumulate into mastery, the progression chart shows the person’s development velocity at a glance:

The skill mastery progression chart, plotting cumulative mastered skills over several months against required and priority totals. — Skill Mastery Progression: how quickly skills are reaching mastery, against the required and priority bars.

Role metrics

Continuous, data-driven KPIs assessed automatically from your data, shown as per-person sparklines alongside skills. These complement skill observations: metrics for what can be measured, observations for what needs an expert’s eye. See Role metrics.

Metric Assignments: continuous KPIs with status against target and a recent trend.

Notes and career plan

The profile also carries the person’s notes, the general notes, tasks, and wins captured over time, and their career plan, the direct skill assignments and open-ended development plan for growth beyond the role.

Prioritizing skills

Not every skill matters equally at every moment. From the profile you can prioritize the skills to focus on for this person right now, so coaching and Meetings center on what will move the needle without losing sight of the rest. This is the per-person complement to a role’s designations. The role sets the baseline, and the profile lets you tune the focus for the individual.

The skills grid showing only the Priority and Required columns, with required skills checked from the role and a couple of skills marked priority for this person. — Required comes from the role; Priority is tuned per person to mark what to focus on right now.

Using the profile

The profile is where day-to-day coaching starts. From it you can:

Take a quick observation on a skill. Record what you just saw directly from the skills grid, no Meeting required (see Share drafted observations).
Capture notes and jot successes. Add context, tasks, and wins as they happen so nothing is lost between sessions (see Notes).
Prioritize the skills to focus on. Tune the person’s focus so coaching centers on what will move the needle right now.
Monitor progress and mastery. Watch levels, mastery, and metrics evolve, and recognize progress as skills reach the bar.
Plan their career. Assign skills beyond the role and keep an open-ended development plan pointed at the next step (see Career plans).
Summarize progress. Turn a period’s progress into a snapshot you can use for reviews and check-ins.
Prepare for a Meeting. See what’s strong, what’s thin, and what to focus on next before a session (see Planning a Meeting).

For team-wide views across everyone at once, see Dashboards.