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Self Awareness Insights (SAI)

Self-Awareness Insights (SAI) helps employees and leaders understand how they typically behave, learn, adapt, and stay motivated. It combines results from MAP (personality), Matrigma (GMA), and Match-V (values & motivation) and turns them into clear, practical guidance.

What you will see in SAI:

1) Overview

A summary of:

  • Peopleship strengths/risks (16 competencies)

  • Leadership strengths/risks (4 leadership competencies)

  • Extremes snapshot (potential overuse risks from MAP-X)

  • Learning style (Learning Agility profile and preferences)

2) Competency & Risk prediction

  • Leadership view: four tiles (Strategic, Driving, Enabling, Operative) with a score and status label: May underuse / Just right / May overdo. Selecting a tile opens 3 actionable tips and an Add development goal button.

  • Peopleship views: tiles for the 16 people-ship competencies with the same status labels and tips.

  • Extremes view: five dual-label scales (e.g., Impulsive ↔ Rigid, Attention Seeking ↔ Withdrawn). Each shows Low / Moderate / High risk with targeted suggestions to balance potential overuse.

3) Learning style

Your Learning Agility breakdown (Change, Mental, People, Results, Self-Awareness) and what it implies for how you learn best:

  • High Change → learn by experiments; lower prefers stable routines

  • High Mental → abstract/complex ideas; lower prefers hands-on problem solving

  • High People → collaboration & feedback; lower prefers independent reflection

  • High Results → stretch goals/persistence; lower prefers calmer contexts

  • High Self-Awareness → metacognitive learning (seek feedback, reflect); lower may avoid it

Use these preferences to pick development methods that actually stick.

How it works (plain English)

  1. Assessments → insights

    • MAP facets describe behavioral tendencies.

    • Matrigma adds a non-verbal reasoning signal (complexity handling).

    • Match-V explains values & motivation (what energizes you).

  2. Insights → competency predictions

    • Scores are translated into competency placements (Underuse / Just right / Overuse) for leadership and peopleship portfolios.

  3. Add-ons

    • Learning Agility reveals how you learn and adapt.

    • Extremes flags trait-level overuse risks (not the same as competency over/underuse).

  4. Guidance

    • For every competency (and for each Extreme), you get three practical tips you can turn into a goal immediately.

Turn insights into action

Use the shared goal language across the platform:

  • Directional goal (behavior): the shift you want.

  • Actions: 3–5 concrete routines that force the behavior.

  • Checks: light proofs (artifacts, counts, cycle times, pulse items).

Examples

  • Operative Leadership—May underuse

    • Directional goal: Improve short-term planning and follow-through.

    • Actions: 90-day plan; weekly milestone check; assign owner per task.

    • Checks: on-time % ↑; fewer rework loops.

  • Strategic—Problem Solving—May underuse

    • Directional goal: Strengthen structured problem solving.

    • Actions: run one experiment/quarter; add “future impact” prompt to reviews.

    • Checks: 1 experiment report/quarter; decision notes include learning.

  • Extreme—Impulsive—Low risk (keep balanced)

    • Directional goal: Maintain speed without avoidable mistakes.

    • Actions: “two-minute rule” to double-check; peer review for critical items.

    • Checks: error rate ↓; peer review notes logged.

Use the Add development goal button next to each tip card to push the goal into your plan.

Good practice

  • Focus on 1–2 Directional goals per cycle.

  • Match learning activities to your Learning Agility profile (e.g., high People Agility → peer feedback loops).

  • Revisit monthly; summarize progress quarterly.

  • Keep Extremes as risk signals, not reasons to reject development paths—balance them with routines.

FAQs

Is Self-Awareness Insights only for leaders?
No—everyone gets peopleship insights; leaders also see the four leadership competencies.

How is this different from Onboarding/Development Insights in other modules?
The logic (underuse/just-right/overuse + tips) is consistent, but SAI is centered on your growth in the Developmentmodule and blends in Learning Agility, Extremes, and values/motivation.

Do I need all assessments completed to see SAI?
You’ll see more sections as more insights are available; MAP is the core, with Matrigma/Match-V enriching the picture.