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Ask any talent leader what drives performance.

But what actually drives performance is this.

Meet Maya.

Manager, Operations · Team of 8

Our brains can't hold all of this.

AI can.

Nadia

AI-first coaching is different.

Let's begin Maya's year. ↓

Goal Setting
Mid-Year Review
360 Feedback
Year-End Review
Engagement Survey
Calibration

Let's see how Maya, a new manager, has worked with Nadia throughout her first year.

Begin Maya's year ↓

A Year in the Life of a New Manager

These are the challenges Maya will face throughout the year. Toggle layers to see how they compound.

The Team Talent Moments Org Dynamics
The Team — Relational Talent Moments — Organizational Org Dynamics — Transformation

20 challenges

↺ Reset
↓ Moment 3

Now, with a full year of context.

The Team — Relational Talent Moments — Organizational Org Dynamics — Transformation

But what if we could connect all of these dots?

Nadia 1.0

Nadia was built around having a deep understanding of the user and the organization — connecting talent moments, organizational context, and personal coaching into one continuous thread.

Nadia 2.0

Nadia 2.0 adds a powerful new layer: Collaboration Intelligence — understanding how people actually work together, their dynamics, preferences, and blind spots — so she can help teams collaborate better, not just individuals perform better.

And imagine if Nadia could connect these dots not just for Maya — but across the entire organization.

That unlocks Organizational Intelligence — visibility into how the organization actually works, where the gaps are, and where to invest.

Leadership Command Center

Coaching intelligence across the entire org

Everything you just saw with Maya is happening for tens of thousands of people across the organization, simultaneously.

Skills are growing 3× faster than pre-Nadia baseline

Top Skills Being Built

Problem Solving & Decision Making+8.3%
608 managers actively developing

Was 62% six months ago. Post-reorg coaching drove a shift toward structured problem-framing before action — visible in 1:1 coaching themes across Engineering and Ops.

Communication & Presentation+7.1%
645 managers actively developing

Was 54% six months ago. Biggest driver: managers learning to translate strategy changes into language their teams can act on — spiked after Q3 reorg communications.

Strategic Thinking & Planning+4.8%
571 managers actively developing← Closing a gap

Mid-level managers connecting team work to org-level priorities — up from near-zero before Nadia launched. Now the fastest-closing gap in the organization.

Top Organizational Skill Gaps

Data Analysis & Insights34% gap
627 employees need support

Was 34% six months ago — flat. 89 managers now in data coaching paths. Gap starting to move for the first time this quarter.

Financial Acumen31% gap
571 employees need support

Was 36% six months ago — improving slowly. Financial reasoning woven into 34 coaching conversations this month. Front-line managers still struggle to connect output to business impact.

Strategic Thinking & Planning26% ↓ was 41%
479 employees — gap shrinkingBEING CLOSED

Was the #1 gap six months ago at 41%. Nadia's coaching is actively closing it — now showing in the "skills being built" column. The model for how coaching closes gaps.

Organizational Sentiment

+3.2↑ 0.8 from last month

Sentiment recovered +3.2 pts since the reorg — Nadia coaching correlated with the inflection in February.

What's Behind the Number

Top themes in coaching conversations
Uncertainty about career trajectory after reorg 34%
Team understaffing / workload concerns 28%
Optimism about AI tools reducing admin burden 22% new
Feeling under-supported by direct manager 18% ↓31%
Risks for leadership attention
Burnout language increasing in Operations and Finance — 3rd consecutive month
Mid-level managers reporting low clarity on post-reorg priorities — stable but high
Psychological safety improving in teams with Nadia-coached managers — early signal
How Nadia is responding
Burnout → Proactive check-ins sent to 143 managers in affected teams
Clarity gap → Goal-setting coaching activated for 89 managers ahead of Q2
Psych safety → Reinforcing behaviors across 234 team leads

Collaboration Intelligence

This data doesn't come from surveys. It comes from what people are actually telling Nadia — and what she's observing in how they work.

Emerging Collaboration Patterns

Cross-functional trust building between Product and Sales ↑ 14% positive alignment signals
Manager-to-IC feedback loops strengthening in Engineering ↑ 22% structured feedback conversations
New manager cohort from Q3 ramping 2× faster on team relationship-building

Collaboration Risks Being Watched

3 Engineering teams showing lower cross-team engagement post-reorg — coaching conversations activated
Siloing pattern emerging in Finance-Operations handoffs — 6 managers in coaching on cross-functional collaboration
2 senior ICs showing peer feedback avoidance — development plans active

Conversations That Almost Didn't Happen

482difficult conversations coached this month

↑ 34% from last quarter · Follow-through rate: 87%

Most were feedback conversations managers had been postponing. Of those coached, 91% rated the conversation as more productive than previous attempts.

What People Are Working On — and Avoiding

People tell Nadia what they won't tell HR. This is what the organization is actually working through right now.

Most common coaching themes
1Giving feedback to underperformers 31%
2Managing up — stakeholder communication 24%
3Navigating team conflict 19%
4Career development with direct reports 17%
5Personal resilience / imposter syndrome 14%
Most avoided — where Nadia is pushing
Performance documentation low initiation — Nadia nudging
Cross-functional conflict resolution avoidance in 3 functions
Succession conversations low uptake despite org prompt
Valence
See Nadia in Action