People decisions based on behavioral data, not one-off surveys
Capability dashboard built from real conversations, with continuous visibility into organizational development
The problem with traditional HR metrics
of companies measure training by hours completed, not by behavior change, according to industry data
Industry data
Climate surveys happen on a one-off basis and show a static snapshot, not the real evolution of the organization
Industry research
Development information is spread across LMS, spreadsheets and disconnected assessments, with no integrated view
Client feedback
HR cannot answer "what is the real readiness level of our leadership?" with concrete, auditable data
Client feedback
Analytics, real-time capability dashboard
Dashboard built from real conversations with Tenzing assistants, not self-assessments or declaratory surveys. Continuous visibility into the organizational capability map.
Organizational capability map
Visualize in real time where each team, area or hierarchical level stands in the development of critical business capabilities.
KIAC progression per person and team
Track the progression from knowledge to intention, action and proven capability, individually and by groups.
Predictive signals
Identify disengagement risks, capability gaps and development opportunities before they become critical problems.
Executive reports
Data ready to present to the CEO and CFO in business language: retention, productivity, readiness and return on people investment.
Expected results
Immediate (0 to 30 days)
- Complete visibility of the organizational capability map
- Identification of critical gaps by area and hierarchical level
- First executive reports available in week 1
Mid-term (1 to 6 months)
- Correlation between capability development and HR indicators
- Retention, engagement and productivity data integrated
- Internal benchmarks between teams and areas
Long-term (6 to 12 months)
- Predictive capability to anticipate people risks
- Development investment decisions based on evidence
- Data for succession planning and talent strategy
Analytics differentials
Real behavioral data
Does not rely on self-assessment or declaratory surveys. Every interaction with Tenzing assistants generates objective, continuous behavioral data.
Continuous, not one-off
The capability map updates with every conversation with the assistants. It is not an annual snapshot, it is a real-time film of the organization.
Connected to action
Data does not stay in a report. It feeds directly into development journeys, closing the loop between diagnosis and intervention.
Executive language
Metrics translated into the vocabulary of the CFO and CEO: return on investment, turnover risk, operational readiness and critical gaps.