Growth Points are intended to be a simple method to track positive feedback in a Learning Goal, as a complement to written feedback.
How are Growth Points generated?
Growth Points are generated when a feedback provider for your learning goal uses a structured method to report they are seeing progress.
Here's how you can see this in action: If you create a Learning Goal, select at least one statement that feedback providers use to evaluate the Learning Goal, and click “Preview what the assessment will look like for invitees.” You will see a slider under the statement you selected. Feedback providers use this slider to select a statement about the amount of progress they see, which also corresponds to an amount of Growth Points. The farther to the right this slider is dragged, the more Growth Points are generated.
Each level corresponds to a statement about progress:
- “I don’t see a change yet” (0 growth points)
- “I see a slight improvement” (.1-1 growth points)
- “I see a moderate improvement” (1.1-2 growth points)
- “I see a major improvement” (2.1-3 growth points)
- “I see an amazing improvement” (3.1-5 growth points)
Growth points can sum across statements within and across Learning Goals. In your dashboard, you can see Growth Point totals for each goal, and all of your goals over time periods, such as 30 days.
Why are Growth Points designed this way?
The system is deliberately simple. Leadership quality is both complex and often subjective. The simplicity of Growth Points highlights that they are meant to be a simple indicator, not a precise, accurate and objective verdict on your leadership ability. They are also simple so they do not introduce cognitive load: there's one number to remember, and the way it's generated is simple and transparent.
Especially when a specific personal Learning Goal is the context, more positive feedback from more people is what one should strive for.
By design, Growth Points are always positive. While hearing that you are getting worse, or have improved and fallen back is accurate, it can often be discouraging. This quantitative measure is focused on the positive, because we are often more emotionally sensitive to quantitative negative measures. This can be both because 1) we subconsciously can ascribe more authority to numerical measures, and 2) they leave no room for detail and context that can make the the information more emotionally digestible.
The qualitative written response option in Learning Goals provides ample opportunity for negative feedback, while allowing the feedback provider to include context and deliver the message in a supportive way.
How might I use growth points?
Use this measure as a complement to the written feedback in Learning Goals and not as a replacement.
Growth points can be a handy way to integrate many small bits of feedback, and to see how even small improvements can have a large effect when they impact many people. Over time, use them as a simple way to judge the rough amount of feedback and progress you are making in a given goal, or overall.
The absolute amounts are less important than ensuring you are making regular progress, from several feedback providers, and then roughly being mindful of relative levels within and across your goals over time.