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Growing your people
Before you promote, move or have a hard conversation with someone, get a proper read on them, on top of what you already know.
Why it matters
Being excellent at one job says little about the next. Doing the work yourself and getting it done through people are different jobs. And a promotion is close to impossible to undo without it being a demotion.
What you get
A TIGER Core named for promotion, development or another decision. She answers 48 questions in about 15 minutes, often less. You add what only you hold: her record here and what the bigger job will ask of her. A promotion report has more data than a hiring one, because you have it.
Five readings, Trust, Influence, Grit, Execution and Resilience. High isn't better and low isn't worse. TIGER Core reads her twice, by default and when people count on her, and tells you what to press on.
2023
Joined as analyst
A hiring TIGER Core at the time. Strong Execution, Influence read lower than most in the team.
2024
Your note after a hard quarter
Carried two people's work for a month and told nobody until it was done.
2025
Development conversation
Her own TIGER report, shared by her. You both named it: she goes quiet when the room gets big.
2026
Team lead role opens
A fresh TIGER Core, named for promotion. It reads with three years of context behind it, not from zero.
The person and the notes are made up. The shape is real: one record, and every decision about her reads from it.
When it isn't working
The same five readings give you both something specific to talk about, instead of a vague "it isn't working".
Sometimes it has gone further: a change of role, a demotion, a formal warning, letting someone go. You can use this for any of them. What you get is contextual evidence on one person, a fair process you can show, and a human who owns the call. TIGER informs. Humans decide. There's no score that says keep or let go. You put the reading next to their work and their record. Then you make the call, and you're accountable for it, including for making it lawfully.
What it won't do
There's no pass mark and no automatic rejection. The scoring never sees a name, a photo, an age, a school or a CV. If someone answers carelessly, the report says so and claims less. She keeps her own copy for good. Your access runs 90 days from the sitting, then locks, and you can ask for longer.
For the decision itself, use BEAR Decide, free to try. For coaching, see Coaching.
How to get started
Step 1: Set up the company account
Your name, company and email domain. You confirm your address before the account can act.
Step 2: Add colleagues
Each with their own sign-in and level of access.
Step 3: Tell us who and what
A person here arranges the sitting and credits. You name the purpose: promotion, development, or another decision.
Step 4: She answers, you read, you talk
The conversation is the whole point.