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Development (SAI) and onboarding insights

Explain where development and onboarding insights live in , what data they use, how they’re calculated, and how managers and employees turn them into Directional goals → Actions → Checks.

What they are (at a glance)

  • Onboarding Insights

    • Where: Recruitment module (candidate/shared view).

    • Data: Potential scores only (MAP/Matrigma → competencies/lens, MAP → extremes, MAP/Match-V → Learning agility).

    • Use case: First 90 days—what to leverage, watch, and start based on the role lens.

  • Development Insights

    • Where: Development module (employee/SAI view).

    • Data: Potential (MAP/Matrigma → competencies/lens, MAP → extremes, MAP/Match-V → Learning agility) or Performance. Performance is currently sourced from Leadership Feedback and therefore available for the four leadership competencies (Strategic, Operative, Driving, Enabling).

    • Use case: Ongoing growth—habit building, coaching prompts, and progress over time.

Both insight types cover all behavior competencies, and also surface Learning Agility and Extremes when relevant to the lens/profile.

What you see inside an insight

For each competency (and any Learning-Agility/Extremes call-outs), the insight presents:

  1. Performance level on competencies: May underuse / Just right / May overdo (curvilinear “too little ↔ just right ↔ too much”). Performance level on Extremes: Low risk/High risk. Performance level on Learning Agility: Low/Moderate/High.

  2. Three actionable tips: practical, plain-language suggestions tailored to the direction of change (raise underuse / temper overuse).

  3. Link to action: convert tips into Directional goals, Actions, Checks in your development plan.

The same under/just-right/over logic that powers Leadership Feedback insights is reused so guidance is consistent across modules.

How insights are calculated (plain English)

  1. Assessments → competencies

    • Potential assessments are standardized, then combined into competency percentiles and lens match for the role.

  2. (Dev only) Leadership Feedback → performance

    • Team ratings are converted into deviation from “just right” for each of the four leadership competencies; a total match score summarizes alignment and can be weighted.

Scores translate to underuse / just right / overuse with targeted suggestions, and for Leadership Feedback a time-series view shows trend rather than one-off snapshots.

Where they show up in product

  • Recruitment → Candidate: Onboarding Insights unlock once potential results exist for the chosen lens; they summarize strengths to leverage and likely risks.

  • Development → Employee (SAI): Development Insights present the same logic for employees; the Development page shows timelines, behavioral feedback, and suggestions that map directly to goals.

 

Turning insights into goals (built-in workflow)

Use the shared goal language across modules:

  • Directional goal (behavior): the shift you want (e.g., Increase decision velocity).

  • Actions: 3–5 concrete routines that force the behavior (e.g., weekly decision cadence with DRI).

  • Checks: light proofs (e.g., decision cycle time ↓; team clarity ↑).

Leadership Feedback’s Development page is designed to cue this conversion with training suggestions, reviewer comments (“Do more of / Do less of”), and a progress timeline.

What about Learning Agility & Extremes?

  • Learning Agility: tips focus on learning style and preferences. 

  • Extremes: highlight likely extreme behaviour patterns (e.g., very high rule-focus → risk of micromanaging) and provide balancing actions. The under/overuse explanation in Leadership Feedback is the same principle used here.

Good practice

  • Onboarding (first 90 days): choose one domain focus; create 1 Directional goal with 3–5 Actions and 2–3 Checks.

  • Ongoing development: choose 1–2 Directional goals per quarter/semester; review monthly, adjust quarterly.

  • Look for trends: especially with performance data—trend beats single score.

  • Use comments wisely: reviewer comments are grouped (“Do more of / Do less of”) to guide coaching conversations.

FAQs

Do Development Insights require performance data?
No. They can be generated from potential alone. When available, Leadership Feedback adds performance signals for the four leadership competencies.

Can candidates see Onboarding Insights?
They’re primarily for hiring managers and handover; share at your discretion when transitioning from Recruitment to manager onboarding.

How often should we refresh Development Insights?
Review monthly; for Leadership Feedback–based performance inputs, run the review 3–4× per year to track trends.