Getting the most from your profile.

A profile is only as useful as it is accurate, and the quickest way to make it inaccurate is to check the habits you would like to have rather than the ones you actually practice. For each habit, ask yourself a simple question: “Would the people I work with say this is true of me most of the time?” If the honest answer is, “Sometimes,” leave it unchecked.

Note that an empty square is not a failing grade. Very few people fill all 90, and a card with every square filled leaves you nothing to work on.

Each row is one module of the framework, from Listening at the top to Conduct at the bottom, and each square is one topic’s habit, from Beginner on the left to Advanced on the right. Read the rows first, then the shape they make together:

• A full row is a strength - something people can already rely on you for.
• A row that fades to the right means you have the basics, but not yet the depth.
• A row that is mostly empty is where the biggest gains are, and often the quickest.
• Gaps on the left matter most, since the Beginner habits tend to be the ones colleagues notice first.

Every empty square is a topic you can read, which means your card is also a reading list. However, trying to fix everything at once is the surest way to fix nothing. Instead, pick one module - ideally the one that matters most for the work in front of you - and read its unchecked topics, starting from the left.

For example, if Sam has a presentation to the leadership team next month, the Clarity row is the place to start, even if their Negotiation row has more gaps. If you would rather follow a path someone has already laid out, each Guide takes you through a set of topics in order, in three phases, each ending in a short task.

Browse the guides

How you see yourself and how others see you are rarely the same, and the difference between the two is where most of the useful information is. Ask someone you trust - a colleague, a manager, or a mentor - to make your card as they see you. On Get your profile, they choose, “Someone I work with,” and every habit is worded for them to answer about you.

Then put the two codes into Compare. The habits you checked and they didn’t are your blind spots, and the ones they checked and you didn’t are strengths you may be underselling. Both are worth a conversation; neither is a verdict.

Compare two profiles

Your code is your whole profile: 18 characters that hold every habit you checked. Keep it somewhere you will find it again - in a note, in a calendar reminder, or in the saved image, which carries the code along the bottom. Enter it on Get your profile at any time to see each habit again.

Nothing is stored on our side, so the code is the only copy. If you lose it, the profile is gone.

Come back in three to six months, after you have worked through a module or two, and make a new card. Then compare your old code with the new one: the squares that changed are the habits you have built.

A card is a good way into a conversation that is otherwise hard to start. Bring it to a one-to-one with your manager, a session with a mentor, or a discussion of your development goals, and let the squares do some of the talking.

Note that this works best when sharing it is your choice. Your profile belongs to you, and no one should ask you to fill it in as part of a performance review.