Changelog & research notes

Highlights of what’s new in Bearing, and a peek under the hood of our question design.

Latest

  • Follow‑up module: tracker that turns insights into actions, and a focused follow‑up survey to validate change with your team.
  • Dashboard: follow‑up panel hooked to the latest finished survey; industry card with percentile banding; faster loading via batched calls and lazy right‑panel fetch.
  • Emails & deliverability: 2‑CTA transactional flows; SPF/DKIM alignment; List‑Unsubscribe; Feedback‑ID for diagnostics.
  • Typography: Cera Pro integrated via next/font/local for crisp, zero‑FOIT rendering.

How we measure leadership

We measure observed behaviour across four dimensions. Items are short, concrete, and map directly to playbook actions. Scale: 0–5 (anchored), per group: Self, Manager, Direct Reports, Peers, Stakeholders. We are also considering visibility risk, our floating 'x' to help determine the appropriate scroing.

Driving purpose (DP)
  • Sets meaningful objectives aligned with strategy and long‑term vision.
  • Explains the “why” behind priorities — not just the what/how.
  • Connects daily work to outcomes that matter for customers and stakeholders.
Inner discipline (ID)
  • Follows through on commitments and closes loops reliably.
  • Makes staffing and prioritisation choices that protect quality delivery.
  • Promotes healthy ways of working — balances urgency with sustainability.
External impact (EI)
  • Communicates early and transparently about changes affecting the team.
  • Builds alignment across sub‑teams and functions; clarifies decision rights.
  • Recognises good work in timely, specific, meaningful ways.
Leading my team (LT)
  • Invests in development through coaching and stretch opportunities.
  • Runs routines for learning (retros, reviews, 1:1s) that drive improvement.
  • Strengthens collaboration norms — clear agendas, decisions, follow‑ups.

Interesting questions & why they matter

“Clarifies which decisions sit with the team, the leader, or cross‑functional forums.”
This separates ownership ambiguity (ID) from capability gaps, and predicts friction in execution.
“Recognises good work in timely, specific, meaningful ways.”
Strong signal for EI; the timing/specificity pair is a leading indicator for retention intent.
“Runs routines for learning (retros, reviews, 1:1s) that drive improvement.”
Captures both cadence and quality of reflection; correlates with sustainable velocity (LT).

What’s next

  • Enterprise analytics v1: participation funnel, export to CSV, cached aggregates.
  • Benchmarks & clues module with anonymised percentile bands.