KIAC: we measure real transfer

We measure comprehension, not exposure.

E.g.: the leader understands the components of good feedback, what it is, what it's for, what makes feedback useful vs. vague criticism.

The turning point. Without explicit intention, knowledge never becomes action.

E.g.: the leader commits to applying structured feedback with 2 direct reports this week, with a specific time and context.

Where traditional training fails. The assistant tracks real execution.

E.g.: the leader reports having given the feedback, shares how it went, what worked and what they would do differently next time.

The destination. The skill has been incorporated as a recurring practice. Note: capability differs from competency (KSA). We develop the sustained ability to execute with mastery, not the full knowledge-skills-attitudes set.

E.g.: the leader incorporates structured feedback as a recurring practice without needing the assistant, it's a habit, not an exercise.