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Promoting and managing
Everyone assumes she's next.
TIGER Core, before you offer it. The same five readings, in the same words, plus what's worth pressing on when you sit down with her.
What goes wrong
She's the best you've got. That's the whole argument.
She ships more than anyone. She's been here three years. When the role opens, four people say her name before you do.
Nobody in that room has asked whether she'd be good at it. Nobody has asked whether she'd hate it.
And a promotion is close to impossible to undo.
You can't hand it back without it being a demotion, and she'll be gone by the spring.
The real problem
Being excellent at one job says almost nothing about the next one.
The two share a title and very little else. One is finishing things yourself. The other is getting things finished through people who don't work the way you do.
You already know this. You just have nothing to look at except three years of her being excellent at the first one, and a room full of people agreeing with each other.
Before you offer it
A proper read on one person.
TIGER Core. 48 questions, about 15 minutes and often less. You start it, she answers it.
Trust.
Whether you hear about a problem early, or find out late.Influence.
How much of a room she moves.Grit.
What pressure does to her, and what she does next.Execution.
Whether intention turns into finished work.Resilience.
How fast she comes back after a knock.
High is not better. Low is not worse. Somebody can be extraordinary at the work and read low on influence, and that is not an argument against promoting her. It's the thing to talk about before you do.
Core also reads the same person twice. How she works by default, and how she works when people are counting on her. The distance between those two is effort, and it's worth knowing what a bigger job would ask her to spend.
Then it tells you what's worth pressing on. You still have the conversation. You just know where to put it.
When somebody isn't landing
You've had the same unhelpful five minutes twice a month since March.
You know something's off. You can't say what. So you say something vague, and what they hear is "you're not good enough", and both of you leave the room worse off.
The same five readings give you something specific to be wrong about together. That's a conversation you can both work with. "It isn't working" isn't.
And if it's gone further than that
Sometimes it has. A change of role. A formal warning. Sometimes letting someone go. Those are real decisions, and pretending they aren't doesn't help you.
You can use this for any of them. TIGER informs. Humans decide.
There's no score here that says keep or let go. You get a clearer read on one person than you had. You put it next to their work, their record, and what you've seen yourself. Then you make the call, and you're accountable for it, including for making it lawfully. That doesn't move, and we wouldn't want it to.
On purpose
One person at a time. For now.
Today there's no chart of your department, no rating between two of your people, and no screen that puts eleven of them side by side.
Not because a view of a whole team isn't worth having. It is, and it's a great deal of where this is going.
But the moment a team fits on one page, you stop reading people and start reading them against each other. Somebody comes bottom of something. That's a grid, not a person, and it decides things nobody meant to decide.
So a team view has to arrive as a mirror for a team rather than a ranking of one, and it has to arrive with everyone's agreement rather than around it. Until it can do both, it's one person, in their own words, for one decision you're actually making.
The line we don't cross
It never decides.
There's no pass mark. There's no ranking. There is nothing anyone could switch on to make one, and that's deliberate.
The scoring never sees a name, a photo, an age, a school or a CV. Only the answers. And if somebody answers carelessly, the report says so and pulls back what it's willing to claim, rather than handing you a tidy number it can't stand behind.
She keeps her own copy for good. Your access runs 90 days from the sitting, then locks rather than disappearing, and you can ask for longer.
How it runs
One conversation, then we set it up with you.
Right now a Core sitting is arranged by us, by hand, for a decision you're actually making. Tell us who it's about and what you're weighing up.