IMPACT Point Average (IPA)
Stand up and be counted. A GPA for your career.
Without measurement, there is no progress. IPA turns everyday work into one clear score, so every person sees where they stand and how to grow.
IPA profile
- Head for KnowledgeTop 20%
- Eye for DetailTop 1%
- The Listening EarBottom half
- Feet of AgilityTop 20%
Percentile trend
Eye for Detail
Moved up to Top 1%
Why measure
Under-performance usually starts in three places.
Most teams lose performance long before the work begins.
Flawed hiring
CVs and interviews rely on past records that can mislead, and psychometric tests are skipped to save cost.
Neglected training
Training is an afterthought set by budget, not by the competencies the organisation and each person actually need.
Inadequate tools
Managers lack the tools and training to lead, so reviews are haphazard and nothing connects to improve performance.
IMPACT Point Average
Like a GPA, built for your career.
IPA makes it simple to collect, analyse and prescribe improvements for each person's development.
Collect
Scores gather from tasks, profiles and peer votes.
Analyse
Each trait is ranked against peers.
Prescribe
Gaps show what to develop next.
Results are named after familiar idioms about the human body, so growth is easy to picture and talk about.
Ten traits
The anatomy of success
Each trait gets its own rank, so strengths and gaps are clear at a glance.
Head for Knowledge
Top 20%Shapes and executes growth strategy, fosters creativity and keeps the company agile.
Eye for Detail
Top 1%Spots the errors, inconsistencies and nuances others miss, keeping work precise.
The Listening Ear
Bottom halfListens closely to coworkers, mentors and clients, and turns feedback into growth.
Nose for Opportunity
Top halfDetects and seizes chances for growth, innovation and success.
Lips of Graciousness
Bottom 20%Communicates clearly and persuasively, building understanding and teamwork.
Shoulder for Responsibility
Top 20%Takes on important tasks willingly, and stays dependable and accountable.
Heart for People
Top halfUnderstands others, builds trust and leads with kindness.
Stomach for Hard Work
Top 20%Tackles demanding work with grit and sees projects through to the end.
Hands of Skill
Top halfPicks up and masters new skills quickly, adapting to any role.
Feet of Agility
Top 20%Decides and acts swiftly, moving through fast-paced situations with ease.
What drives the score
Three inputs. One score.
IPA blends hard task data, your psychometric profile and what your peers see in you.
Task quality
Timeliness versus quality
Hard data on how well each task was done. Every completed task is weighed on four factors.
Psychometric profile
Match the work to the person.
It's no longer a one-size-fits-all workforce. The sooner managers accept that, the sooner they build a productive team.
IPA compares each person's DISC style with the tasks they complete, to see who can work beyond their default tendencies.
For example
Did a High Influence person complete a task that was…
- Novel
- Detailed
- On time
- Zero defects
Worked beyond their default style
Competencies
It isn't what you know. It's what you can do.
Define the competencies you value. Grades are collected over time, averaged and logged against each person, in three ways.
Peer voting
When a project ends, participants rate the competencies that mattered to it in a short survey.
Supervisory voting
Supervisors can cast discretionary votes manually.
AI voting
Coming soonAn AI will vote automatically as tasks are completed or sent back for rework.
Bench strength
See the depth of your bench.
Like a coach planning a season, managers can see how deep their team's competencies go, for recruitment and succession planning.
Turn potential into performance.
Give every person a clear view of their growth, and give managers the data to develop them. Book a demo to see IPA with your team.