From Bodhih Training, with AssessAll
A growth plan that stays yours when the job doesn’t.
Most development plans are a form you fill in once a year, for goals nobody measures, on a system that deletes you when you leave. Jobulary starts from a real assessment, turns it into three things you will actually do this quarter, and re-measures at the end — then tells you the truth about whether anything moved.
Your address, and nothing else. No newsletter, no drip sequence, and never sold or shared. One email when there is a place for you.
Or open the working demo — no sign-up, nothing to install.
Grow two people to the point where they run a branch week without me
Known by: both have run a full week solo by cycle end, and neither called me on the Wednesday
Give Anil the month-end reconciliation including the decision, and do not review it
Delegating the task while keeping the decision is not delegation. It worked if he makes a call you would have made differently and you leave it alone.
What makes it different
We will tell you when nothing happened.
Every product in this category reports any movement as progress. Most of it is measurement noise. If your score goes from 62 to 68 over ninety days, that is inside the error of the instrument — and calling it growth is selling you noise.
What you are used to
“Your score improved by 6 points!”
Same number, over ninety days, from an instrument that cannot reliably distinguish anything under eight. Reported as a win because a win renews the contract.
What we say
“Held steady.”
Within measurement error for this interval. Practice effects are largest at short retest spacings. The same six points over thirteen months is reportable, and we say that too — with the reason.
This costs us. It makes our numbers smaller than everyone else’s and it will lose us the occasional renewal. It is also the only reason to believe the numbers that are reportable.
How it works
Evidence in. Practice out. Measured again.
01
Start from evidence
A real assessment from AssessAll, on a 0–100 scale, with every number saying where it came from. A self-rating and a measurement are never shown as the same kind of fact.
02
Three objectives, not ten
A structured interview — not a chatbot — turns your situation into three outcomes. Not "complete the negotiation course". "Lead the vendor renewal to signature, without escalating."
03
Mostly practice
Each objective gets a path that is roughly 70% things to try at work, 20% people to talk to, 10% study. Courses are the smallest part, because that is how people actually change.
04
Re-measured
At the end of the cycle you are assessed again, and we report only what clears the measurement threshold. Everything else is called what it is.
Ownership
Your employer can pay for it without owning it.
When a company sponsors your cycle they see what you committed to and how far through it you are. They never see your reflections or your check-in notes — not on request, not for a pilot, not at any setting. There is no read path to them in the system at all.
And when you leave, their access ends and the record stays with you. Assessments, credentials, completed cycles, across every employer, for as long as you want it. Exportable whenever you ask, deletable whenever you ask.
Why this is unusual
Every enterprise talent platform licenses to your employer. Your development plan, your skills profile and your feedback history live in their tenancy, and when you resign they are deleted or orphaned.
They are not being careless. Their customer is the company, and portability threatens the relationship they sell into. It is a structural position, not an oversight, which is why it has not changed.
Works without your manager
No approval gate, no state that waits on someone else. A manager makes a plan better and is never required for it to function. Worth saying plainly: some actions in a plan need their assent to carry out at work — the claim is about the plan, not every action in it.
No courses invented
Every recommendation points at a real course that really exists. If nothing fits an objective, the plan carries no course at all — which is a perfectly good plan, and a thing a recommendation engine paid by the click cannot say.
Calm, not gamified
No streaks, no badges, no leaderboards, no confetti. This is someone’s career. A missed check-in starts a conversation about making the plan smaller, never a guilt state.
For organisations
You already pay for assessments. Right now they end with a report.
For a small addition they end with a plan, and in six months we show you how many people moved by more than the measurement can explain. Not a cohort average — a count of individuals, because an average of fourteen people can be carried by two.
Early access
We are opening it to a small number of people and a few sponsoring organisations first. Leave your email and we will tell you when it is your turn — no newsletter, no drip sequence.
Your address, and nothing else. No newsletter, no drip sequence, and never sold or shared. One email when there is a place for you.