How you ran it, and whether you are improving.
A model reads the meeting and tells you what to do differently. Over months it shows whether the habit actually changed. Your own always, and your team as a named list if you manage anybody.
It writes down every turn, then reads the transcript back: talk share per person, questions asked against questions answered, and the commitments somebody made out loud.
What it tells you
Talk balance, listening, interruptions.
The counting underneath is arithmetic. What a model adds is the reading of it: what to try differently next time, in words rather than in a chart.
| Person | Turns | Questions | Longest run | Share of the talking |
|---|---|---|---|---|
| Dana | 41 | 14 | 190 words | 44% |
| Rami | 33 | 6 | 240 words | 33% |
| Priya | 22 | 9 | 110 words | 18% |
| Omar | 7 | 1 | 80 words | 5% |
Your manager sees your coaching, by name.
Yours always, your team if you manage anybody.
Managers see a named list rather than an anonymous average, so it is worth knowing that before you start.
- Read your own coaching after every meeting
- See your team by name, if people report to you
- Read the whole company, higher up
- Know the reach before you use it, rather than afterwards
- Understand that this is not a private notebook
Track the same habits month after month.
It ranks what comes up most often across your meetings and compares this month against the last.
- Watch talk balance, listening and interruptions month on month
- See the direction, not only this month score
- Find the issue that keeps coming back
- Notice when a habit stops appearing, which is the whole point
- Keep the meters honest, because the counting under them is not AI
Access
Who can do what.
Everyone gets their own. Seeing somebody else follows the reporting line, so it is a consequence of managing people rather than a separate permission.
Your own coaching, always.
Act on it, or disagree with it.
See your reports by name.
Read across the company, and decide who can.