(For more information about the Learning Goals System, read articles such as Learning Goals - Basics)
The Learning Goals System will dynamically suggest certain custom goals, when it has enough information to do so. These suggestions are displayed in the Learning Goals section of the dashboard, below any active goals. Each one describes the suggested goal, and information about why it was generated. Suggestions can be dismissed, and will not recur, unless sufficient new information becomes available.
How to use suggested goals
Learning Goal “Suggestions” are meant to be just that: suggestions. Overall, setting goals for leadership development should be a thoughtful and personal process that clients and coaches engage in together. Suggestions are not meant to be hard recommendations on what goals to pursue, but rather helpful tools to frame available information, and prioritize opportunities.
For example, a 360 report can produce a wealth of raw information. It can be challenging or even overwhelming to even distill from the report what the opportunities for growth are, or to narrow them down to a manageable number of choices.
As such, craft goals in partnership with your coach, and utilize suggestion for support in that process, when they are helpful.
How are goals suggested?
Goals are typically suggested at the leadership subdomain level. They might be triggered by a variety of information, but the most common is a new leadership assessment report.
Suggestions are generally tuned to balance both areas of strength, and areas ripe for development. This choice is informed by evidence that leaning in to strengths can be just as effective as shoring up gaps, and that doing so can be more motivating.
Each suggestion provides some context on why it was generated. Below is some more detail on the terms that might show up.
A “Blind Spot” is an area where a) one is not overall especially strong and b) where self-evaluations are significantly higher than evaluations from others. In other words: we tend to think we are stronger than we are.
A “Hidden Strength” is an area where a) one is overall decently strong and b) where self-evaluations are significantly lower than evaluations from others. In other words: we are stronger than we think we are.
A “Strength” is simply an area where one has scored highly overall, based on evaluations from others.
A “Challenge” is simply an area where on has scored lower overall, based on evaluations from others.