Self Reflection

Reflection (/reflection) is a periodic, structured self-assessment across up to 15 leadership categories, scored 1–5 against behavioral anchors tuned to the career level you're targeting. Each time you run it you pick exactly 5 focus categories; the system rotates the pool and escalates difficulty so every retake feels fresh. Run it on a cadence (the cooldown scales by tier) to track your trajectory over time.

TL;DR — Pick 5 focus categories at the start, then work through the rubric one question at a time; scores aggregate per category into a bar chart. Each category gets an AI strengths/growth summary. Pairs with Goals (eval surfaces blind spots → goals address them) and the Career Growth report.

The output is a scored snapshot you can compare against future evaluations to see your trajectory. Pairs with Goals (eval surfaces blind spots → goals address them) and Reports → Career Growth (which tracks your self-eval delta over time).

Quick start

  1. Set your target career level in Settings → Profile first (Manager / Director / VP / SVP / C-Level). The category set and question difficulty are tailored to the level you're aiming for.
  2. Open Self Reflection from the sidebar
  3. Click Start evaluation
  4. Pick your 5 focus categories from the picker that appears. The 5 categories you've gone longest without evaluating are pre-selected — you can swap any of them before confirming.
  5. Step through the questions one at a time — each is a 1–5 self-rating with a required notes field. You can skip a question entirely (no score, no note), but if you give a score you must add a note.
  6. Add a closing reflection when prompted
  7. Save — the eval is timestamped, scored, and locked

The 15 categories

The full pool has up to 15 categories. Which ones are available to you depends on your target level — earlier levels offer a focused subset appropriate to that stage; senior levels unlock the full range. Each question is tagged to one category, and the completed view shows a per-category average for the 5 you selected.

The categories span the full leadership spectrum: from craft depth and AI/ML fluency through execution, people leadership, and cross-functional influence, up to board-level communication, strategic vision, and capital allocation.

How the 5-pick and rotation work

You pick exactly 5 categories per evaluation. This keeps each session focused and manageable rather than sprawling across the entire pool.

Between retakes the system rotates the pre-selection: categories you haven't touched recently bubble to the top, while ones you just evaluated sit lower in the list. Over multiple evaluations this ensures you cycle through your full applicable category set rather than always landing on the same five.

Difficulty also escalates over time — as the system sees you score consistently high in a category, it surfaces harder questions within that category on the next pass so the rubric stays challenging.

How to answer honestly

A common failure mode: scoring yourself a 4 across the board because 4 feels safe. The eval is private — only you see it — so:

  • Reserve 5 for "best in my peer group" — not "I'm pretty good"
  • Use 3 as the median, not as a "fail" — if you're average at something, that's a 3
  • Write in the notes field, not just the score. Notes are required for every scored question — they're what you'll re-read in 3 months, and they feed the AI summary (below).

Notes are required, and the AI checks them

Two guardrails keep the eval honest:

  • A note is required for every question you score. You can still skip a question entirely (no score, no note), but once you give a score you have to say why. The Complete button won't finish the evaluation until each scored question has a note.
  • The AI cross-checks your notes against your scores. When you complete the evaluation (and you have an AI provider configured), a quick pass reads each note and decides what score the note actually supports. If it reads an answer differently from you, that question is flagged with the AI's take and a one-line rationale, and you add a short justification to keep your score. Your score always wins — the AI never changes it; you just explain why you're right. If you haven't configured an AI provider, this step is skipped (notes are still required).

The completed view

Once saved, an evaluation renders as:

  • Summary card — overall score + a per-category bar chart for the 5 categories you selected, plus your reflection.
  • One tab per selected category — the tab label carries the category score so you can see your strongest / weakest areas from the strip.
  • Strengths & areas to grow at the top of each category tab:
    • If you have an AI provider configured, a 2-3 sentence AI synthesis that anchors on your specific scores + notes and names the clearest strength and the most important gap. The summary is cached so it's generated once per category (a Regenerate button forces a fresh take).
    • If no AI is configured, a deterministic read instead: the highest-scored questions as strengths, the lowest as areas to grow.
  • Below that, the individual questions with their scores + notes.

How often you can evaluate (cooldown)

To keep evaluations meaningful (you don't change fast enough for weekly evals to mean anything), there's a per-tier cooldown measured from when you complete an evaluation:

| Tier | One evaluation every | |---|---| | Free | 365 days | | Managerial | 60 days | | Leadership | 30 days | | Executive | 14 days |

The Start evaluation button is disabled during the cooldown; hover it to see when your next one unlocks. A draft you've already started never counts against the cooldown — you can finish it anytime, and the clock only starts when you mark it complete.

History is retained for the lifetime of your account on every tier.

Pairing with Goals

The cleanest workflow:

  1. Complete a Self Reflection
  2. Identify the 1–2 categories where you scored lowest (the tab strip + the AI summary make these obvious)
  3. Open Goals → set a Learning or Networking goal that addresses that category
  4. After the cooldown, do another eval — on the next pass, pick that same category again so you can track whether the score moved. Reports → Career Growth shows the self-eval delta (latest cohort vs prior) across your history.

Goals → Self Reflection is the closed loop. Without the eval, your goals are guesses; without the goals, your eval is just journaling.

The learning.self_evaluations_completed goal metric counts an eval in the period it was completed — so a "1 self-eval per quarter" goal credits the quarter you finish in, even if you started the draft in the prior period.

Tips

  • Quarterly cadence beats monthly. Quarterly forces real distance and real reflection. The paid-tier cooldowns are there to let you re-run more often if you're moving fast, not to push you toward monthly.
  • Block 30 minutes, no notifications. Don't squeeze it between meetings.
  • Read your last eval before starting the new one. It puts your current view in context.
  • Let the AI summary do the synthesis. It reads your notes, not just your scores — so the more you write in the notes field, the sharper the strengths/gaps read.

Related

  • Goals — Learning-category goals pair naturally
  • Reports — Career Growth tab plots the self-eval delta over time
  • Settings → Profile — set your target career level, which drives the question set