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Leadership Insights

Leadership Insights helps leaders and managers move from scattered signals to clear priorities.

It is where you look across a reporting line to answer practical questions like:

  • where momentum is building
  • where risk is starting to show
  • which themes need coaching across multiple people
  • which behaviors are worth reinforcing more visibly

Leadership Insights how-to​

Watch this overview to see how leaders and workspace owners can use reports, focus areas, and trend views to steer action.

Who can use this view​

Leadership Insights is available to:

  • managers with direct reports
  • workspace owners

How scope works in practice:

  • Managers view their own reporting line by default.
  • Workspace owners can switch between leaders and review one reporting line at a time.
  • Some sections stay empty until a leader is selected.

This means Leadership Insights is not a whole-company dashboard shown all at once. It is a scoped decision surface.

When to use Leadership Insights​

Use Leadership Insights when you want to:

  • spot people patterns before they become review-season surprises
  • compare a leadership tree using the same lens
  • identify where to coach, intervene, or recognize
  • validate whether values and goals are showing up in day-to-day work

Use Team Dashboard when you want fast manager visibility. Use Leadership Insights when you want broader pattern detection and prioritization.

Use the right lens for the question​

Different sections support different decisions:

  • Custom reports when you want a reusable rule-based view
  • Sentiment when you want to understand how people are being experienced
  • Goals when you want to see execution movement
  • Focus Areas when you want repeated coaching themes across multiple people
  • Value Distribution when you want to inspect cultural reinforcement

How to read the signals together​

No single section should drive the conclusion by itself.

A practical reading order is:

  1. Use a report or the charts to identify who or what deserves attention.
  2. Check sentiment and goals together to see whether the issue looks relational, executional, or both.
  3. If you are a workspace owner, use Focus Areas to see whether the pattern is repeating across the tree.
  4. Use Value Distribution to see whether recognition is aligned with the culture you say you want.
  5. Then open the person's detail view and confirm with context before acting.

Leadership Insights should narrow the field and improve judgment. It should not replace judgment.

Important but easy to miss​

  • Insights are scoped to the selected reporting line, not the whole company at once.
  • Custom reports are private to the creator, not shared workspace-wide.
  • Focus Areas is an owner-facing section.
  • Focus Area size reflects signal volume, not priority or severity by itself.
  • Sentiment and goal charts are directional signals; validate with context before acting.
  • Value Distribution depends on published values and value-tagged feedback.

A practical operating rhythm​

Managers​

Use Leadership Insights as a weekly or biweekly scan:

  1. Open one report or chart to find who needs attention.
  2. Choose one coaching conversation and one reinforcement opportunity.
  3. Open the person-level view and prepare your follow-up from evidence.

Workspace owners and People teams​

Use it as a leadership operating review:

  1. Select one leader tree.
  2. Compare sentiment, goal movement, and custom report matches.
  3. Review one or two focus themes that need coordinated action.
  4. Reinforce visible value-led behavior and follow up with leaders where support is needed.

When sections look empty​

Empty states usually mean one of these is still building:

  • not enough recent activity/signals yet
  • no leader is selected for a scoped section
  • values are not published or not tagged in feedback
  • the selected reporting line has limited data in the chosen time window

Which sections matter most by persona​

Managers​

Start with:

  • sentiment
  • goals
  • your own custom reports
  • value distribution

These are the fastest path from team pattern to coaching action.

Leaders and workspace owners​

Use Leadership Insights to compare one leader tree at a time. For owners, Focus Areas becomes especially useful because it surfaces repeated themes that may need coordinated action across managers.

What good use looks like​

Good use of Leadership Insights sounds like:

  • "This pattern deserves a closer look."
  • "This team likely needs more support here."
  • "This value is being reinforced clearly."
  • "This manager tree needs follow-through."

Weak use sounds like:

  • "The chart said this person is a problem."
  • "This score proves the decision."
  • "This theme is large, so it must be the top priority."

Use the page to decide where to look harder, not to skip the next layer of context.

FAQs​

Are custom reports shared with everyone?

No. Reports are only visible to the person who created them.

Can managers use Focus Areas?

Focus Areas is available to workspace owners. Managers can still use the rest of Leadership Insights for their own reporting line.

Why do some sections ask me to select a leader first?

Workspace owners can inspect one reporting line at a time. Sentiment, goals, value distribution, and report results rely on that selected scope.

Next steps​