Leadership360 Feedback for Leaders
360 feedback for leaders is a specialized application of multi-rater assessment focused on leadership-specific competencies. It typically includes expanded rater groups (board members, cross-functional peers, skip-level reports) and evaluates competencies like strategic alignment, team empowerment, and organizational influence. Results often feed directly into executive coaching programs and succession planning for senior roles.
360360-Degree Assessment
A 360-degree assessment is a multi-rater feedback method that collects evaluations of an individual's competencies from self, peers, managers, and direct reports. By combining multiple perspectives, it surfaces perception gaps that single-rater reviews miss. Huneety collects ratings at the skill level and consolidates them into competency scores with drill-down capability, making the feedback actionable rather than abstract.
IDP70/20/10 Learning Model
The 70/20/10 model is a learning framework proposing that professional development is most effective when composed of 70% experiential learning (on-the-job projects, stretch assignments), 20% social learning (coaching, mentoring, peer feedback), and 10% formal learning (courses, certifications). Huneety structures every IDP around this ratio, automatically suggesting activities in each category based on the specific competency gaps identified in assessment.
Succession9-Box Grid
The 9-box grid is a talent management matrix that plots employees on two axes, performance (low/medium/high) and potential (low/medium/high), creating nine categories from 'underperformer' to 'star.' It is the most widely used tool in succession planning for identifying high-potential talent. When combined with competency data, the 9-box moves from subjective manager opinion to evidence-based talent categorization.
IDPActive Learning
Active learning involves engaging directly with material through discussion, practice, and problem-solving rather than passively receiving information. Techniques like case studies, role-playing, group discussions, and hands-on projects promote active engagement, making the learning experience more effective and memorable. In the 70/20/10 framework, active learning bridges the '10%' formal training category. For example, following an e-learning course on how to craft individual development plans, then immediately applying the concepts to a real IDP.
AI / HunaAI Competency Generation
AI competency generation is the automated creation of competency profiles, behavioral anchors, and skill definitions using large language models trained on talent management data. Instead of months of consulting workshops, AI generates a complete, validated framework in minutes. Huneety's Huna AI cross-references generated competencies against its 1,784-skill taxonomy and SFIA 9 standards to ensure industry alignment.
AI / HunaAI Report Insights
AI report insights are automated analytical summaries generated from 360 assessment data. Instead of requiring HR specialists to manually interpret competency scores, perception gaps, and development patterns, AI produces narrative reports that highlight key findings, rank development priorities, and suggest specific actions. This reduces report turnaround from days to minutes and ensures consistent analytical quality across all participants.
AI / HunaAI Skills Suggestion
AI skills suggestion is the automated recommendation of relevant skills and competencies for a role based on job description analysis, industry benchmarks, and organizational context. Rather than manually browsing a taxonomy of 1,784 skills, HR professionals describe the role in natural language and receive a prioritized list of applicable competencies with suggested proficiency levels and behavioral anchors.
LeadershipBehavioral Anchors
Behavioral anchors are specific, observable descriptions of what a competency looks like at each proficiency level. For example, 'Delegates tasks but monitors every step' (Level 2) versus 'Empowers teams with clear outcomes and trusts execution' (Level 4). Anchors eliminate rating ambiguity, improve inter-rater reliability in 360 assessments, and give feedback recipients concrete examples of what to do differently.
360Blind Spot Detection
Blind spot detection is the analytical process of identifying competencies where an individual's self-rating significantly exceeds the average rating given by others. These perception gaps indicate areas where the person overestimates their capability. In Huneety, blind spots are surfaced automatically in 360 assessment reports via perception gap analysis, enabling managers and coaches to address specific development needs with data rather than intuition.
CompetencyCapability
A capability is the ability to perform a job, often unique and custom to the organization. Capabilities are typically a mix of technical, social, and behavioral skills. For example, a company may define its own conception of 'Leadership' as a mix of empowering, collaboration, accountability, and employee engagement. Capabilities are connected to company core values, defined around job activities, and assessed through performance on the job, making them organization-specific rather than universal.
CompetencyCompetency
A competency is the combined utilization of abilities, skills, and knowledge to effectively solve a business problem. Competencies form the basis for measuring workforce capabilities in the organization. For example, the competency 'Objection Handling' may include skills such as active listening, critical thinking, and communication. Unlike individual skills, competencies are holistic: they describe what it looks like to perform effectively in a real business context.
CompetencyCompetency Framework
A competency framework is a structured collection of competencies organized by job families, roles, and proficiency levels that defines what good performance looks like across an organization. It provides a shared vocabulary for hiring, assessment, and development decisions. Huneety ships 313 pre-built competencies across 20 roots, mapped to the Dreyfus 0–5 scale, so organizations start with a validated foundation rather than a blank spreadsheet.
CompetencyCompetency Mapping
Competency mapping is the process of identifying, defining, and assigning competencies to specific roles within an organization. It creates a structured link between business objectives and individual capabilities, enabling targeted hiring, gap analysis, and development planning. The output is typically a role-competency matrix showing which competencies each role requires and at what proficiency level.
StandardsCompetency-Based Assessment
Competency-based assessment is an evaluation approach that measures individuals against predefined, observable competency criteria rather than subjective impressions or rank-ordering against peers. It improves fairness, reliability, and legal defensibility of talent decisions. By anchoring every rating to behavioral descriptors at defined proficiency levels, competency-based assessment reduces bias and creates an auditable record of how decisions were made.
StandardsData Processing Agreement
A Data Processing Agreement (DPA) is a legally binding contract between a data controller (the organization) and a data processor (a platform like Huneety) that governs how personal data is handled, stored, and protected. Required under GDPR and similar privacy regulations, a DPA specifies data retention periods, security measures, sub-processor lists, breach notification procedures, and data subject rights, all critical when assessment data includes employee competency profiles.
CompetencyDreyfus Proficiency Scale
The Dreyfus proficiency scale is a five-stage model that describes how individuals progress from novice to expert in a given skill or competency. The stages (Novice, Advanced Beginner, Competent, Proficient, and Expert) provide behaviorally anchored levels that make assessment consistent across raters. Huneety uses a 0-5 adaptation (adding 'Not Required') as the default rating scale for all competency assessments.
StandardsEqual Employment Opportunity
Equal Employment Opportunity (EEO) is the principle that all employment decisions, including hiring, promotion, development, and termination, should be based on merit and qualifications, not protected characteristics such as race, gender, age, or disability. Competency-based assessment systems support EEO compliance by replacing subjective manager evaluations with structured, criteria-referenced assessments where every individual is measured against the same behavioral anchors.
LeadershipExecutive Coaching
Executive coaching is a one-on-one professional development relationship where a trained coach helps a senior leader improve specific competencies, navigate organizational challenges, or prepare for expanded roles. Data-driven coaching, where sessions are anchored to 360 assessment results and competency gap data, is significantly more effective than open-ended coaching because both coach and coachee share a common, measurable development target.
AI / HunaFramework Analysis
Framework analysis is the AI-driven evaluation of an existing competency framework's quality, coverage, and alignment with industry standards. Huna AI can analyze an uploaded framework to identify gaps (missing competencies for key roles), redundancies (overlapping skill definitions), and misalignment with recognized methodologies like SFIA 9. The output is a structured improvement plan that preserves the organization's existing vocabulary while closing structural gaps.
IDPGap-Driven IDP
A gap-driven IDP is a development plan built directly from assessment data rather than generic templates or self-reported goals. It starts with a competency gap analysis, comparing current proficiency levels against target levels, and generates activities specifically designed to close the measured gaps. This approach eliminates the 'wish list' problem where development plans lack connection to actual skill deficiencies.
StandardsGDPR
The General Data Protection Regulation (GDPR) is the European Union's data privacy law governing how organizations collect, store, process, and share personal data of EU residents. For talent assessment platforms, GDPR compliance requires explicit consent for data collection, data minimization, the right to erasure, and data processing agreements with all sub-processors. Assessment data, including competency scores and 360 feedback, is classified as personal data under GDPR.
StandardsGoals
A goal is the objective you or your organization is trying to achieve, for example, improve turnover or reduce customer complaints. To make sense for the business and for individuals who work toward them, goals must be SMART: Specific, Measurable, Achievable, Relevant, and Time-bound. Goals define the destination; competency assessments and IDPs define the capability development needed to get there. The connection between goals and competencies is what turns aspirations into actionable development plans.
CompetencyHard Skills
Hard skills are teachable, measurable technical abilities specific to a role or function, such as financial modeling, Python programming, or regulatory compliance. Unlike soft skills, hard skills can often be assessed through objective tests or certifications. In a competency framework, they sit under technical competency roots and are rated on the same Dreyfus scale as behavioral competencies to enable unified gap analysis.
SuccessionHigh-Potential (HiPo)
A high-potential employee (HiPo) is an individual identified as having the ability, engagement, and aspiration to advance into more senior or complex roles. HiPo identification is a key input to succession planning and targeted development investment. Objective HiPo identification requires competency data. Without it, organizations default to performance-only criteria, which misses potential and introduces bias.
AI / HunaHuna AI
Huna AI is Huneety's built-in artificial intelligence engine that automates competency framework generation, assessment report analysis, and IDP creation. Given a role description or job family, Huna generates a complete competency profile (roots, competencies, skills, and behavioral anchors) in minutes rather than the weeks required for manual framework design. Huna also analyzes 360 results to surface development priorities and suggest IDP activities.
IDPIndividual Development Plan
An individual development plan (IDP) is a structured document that outlines an employee's development goals, the competency gaps to close, and the specific actions to close them, mapped across a timeline. Effective IDPs are gap-driven: they start from assessment data showing where the individual is today versus where they need to be, then assign learning activities using the 70/20/10 framework.
StandardsISO 9001
ISO 9001 is the international standard for quality management systems, requiring organizations to demonstrate consistent processes for delivering products and services that meet customer and regulatory requirements. In the context of talent assessment, ISO 9001 principles ensure that competency frameworks are maintained, assessment processes are repeatable, and continuous improvement cycles are documented, which is critical for organizations operating in regulated industries.
CompetencyJob Architecture
A job architecture is the infrastructure and hierarchy of jobs within an organization. It organizes job levels, job titles, career pathing, and skills proficiency levels for each role, serving as the foundation for deploying skills, compensation, career pathing, learning opportunities, succession planning, and workforce planning. As companies grow, job models become messy: 30 different ways to name an HR Manager. A job architecture must be connected to market needs, relevant to individual career expectations, and tied to the organization's skill taxonomy.
CompetencyJob Family
A job family is a grouping of roles that share similar competency requirements, career paths, and functional expertise, such as Engineering, Sales, or Human Resources. Job families simplify competency framework design by allowing shared competency profiles at the family level, with role-specific additions layered on top. Huneety organizes its 1,784 pre-built skills into job family hierarchies for faster framework deployment.
StandardsKorn Ferry Methodology
The Korn Ferry competency methodology is a research-based approach to defining leadership and professional competencies, grounded in decades of assessment data from global enterprises. It organizes competencies into clusters with behavioral descriptors at multiple levels. Huneety references Korn Ferry methodology alongside SFIA 9 as a validation layer for its competency taxonomy, ensuring that pre-built competencies reflect both academic research and real-world leadership requirements.
StandardsKPI
KPI stands for Key Performance Indicator, a quantifiable measure that helps understand if you are achieving your results. Examples include number of client visits realized within a period, or email opening rate. KPIs are often confused with goals, but they are not the same: a goal is the objective you are trying to achieve (e.g., reduce customer complaints), while a KPI is the metric that tracks progress toward that goal. In competency-based organizations, KPIs measure outputs while competency assessments measure the capabilities that drive those outputs.
LeadershipLeadership Assessment
Leadership assessment is the systematic evaluation of an individual's leadership competencies, such as strategic thinking, people management, decision-making, and communication, using structured methods like 360 feedback, behavioral interviews, or assessment centers. It identifies both current leadership capability and development potential, informing succession planning, promotion decisions, and targeted executive coaching.
LeadershipLeadership Competency
A leadership competency is a specific capability expected of individuals in management or executive roles, such as strategic vision, change management, talent development, or stakeholder influence. Unlike generic competencies, leadership competencies focus on multiplier behaviors: actions that improve the performance of entire teams, not just the individual. They are typically assessed through 360 feedback to capture the leader's impact on others.
IDPManager Validation
Manager validation is the step in the IDP process where a direct manager reviews, adjusts, and approves the development plan before it becomes active. This ensures alignment between the employee's growth goals and business priorities. In Huneety, manager validation is a built-in workflow step. Managers see the AI-generated plan, can modify activities or timelines, and approve with one click.
StandardsOKR
OKR stands for Objectives and Key Results, a goal-setting framework with three components. An Objective tells you where you're going, a Key Result lets you know if you've arrived, and Initiatives outline what you need to do to reach your destination. For example: Objective: 'Improve customer experience'; Key Result: 'Increase NPS from 70 to 80'; Initiative: 'Implement in-app live chat.' OKRs and competency frameworks complement each other: OKRs define what to achieve, competencies define the capabilities needed to achieve it.
360Peer Feedback
Peer feedback is input collected from colleagues at the same organizational level about an individual's workplace competencies and behaviors. In a 360 assessment, peer feedback captures day-to-day collaboration dynamics that managers may not observe. Research shows that peer ratings correlate more strongly with actual job performance than self-ratings, making them a critical data source for competency development planning.
360Perception Gap
A perception gap is the difference between how an individual rates their own competency and how others rate it. Positive gaps (self > others) indicate overconfidence; negative gaps (self < others) indicate hidden strengths or excessive modesty. Identifying perception gaps is the primary analytical value of 360-degree assessments, turning subjective feedback into structured development priorities.
SuccessionReadiness Score
A readiness score is a percentage that quantifies how prepared an individual is to step into a target role, based on their current competency profile compared to the role's requirements. A score of 80% or above typically indicates the candidate can be promoted with minimal development, while below 50% signals significant gaps requiring a longer development runway. Readiness scores objectify promotion decisions.
360Self-Assessment
Self-assessment is the process where an individual rates their own competencies against a defined framework. It forms one axis of a 360-degree assessment, and comparing self-ratings against peer and manager ratings reveals blind spots, areas where self-perception diverges from how others experience the individual's performance. Effective self-assessment requires clear behavioral anchors so that ratings are calibrated against observable criteria, not subjective confidence.
StandardsSFIA 9
SFIA 9 (Skills Framework for the Information Age, version 9) is a globally recognized framework defining professional skills and competencies for the digital economy. It provides a common language across 121 skills and 7 levels of responsibility, used by governments and enterprises in over 200 countries. Huneety's pre-built taxonomy is aligned with SFIA 9, enabling organizations in technology sectors to adopt a standards-compliant competency framework without starting from scratch.
CompetencySkill
A skill is the capacity that an individual must have to perform a job, role, function, task, or duty. Because skills are fine-grained and granular, they are topic-based and can be validated by assessment and professional certifications. For example, the skill 'Photoshop' is the capacity someone has at using the software, validated by an Adobe certification. In Huneety, competencies are flagged in blue whereas skills are flagged in red to distinguish the two levels.
Skills GapSkill Taxonomy
A skill taxonomy is a hierarchical classification system that organizes skills into roots, competencies, and individual skills, allowing organizations to strategize the required capabilities to run certain functions or the entire business. Requirements may cover operational skills, soft skills, and behaviors. The depth varies greatly between organizations. Huneety's pre-built taxonomy covers 20 roots, 313 competencies, and 1,784 skills, aligned with SFIA 9 and Korn Ferry methodologies. Similar concepts: skills inventory, skills library, competency framework, skills architecture.
Skills GapSkills Gap
A skills gap is the measurable difference between the competencies an organization or individual currently possesses and the competencies required to achieve their goals. At the organizational level, skills gaps drive workforce planning and L&D investment decisions. At the individual level, they drive IDP creation. Skills gap analysis transforms subjective 'we need better people' complaints into data-driven development priorities.
Skills GapSkills Heat Map
A skills heat map is a matrix visualization showing competency gap severity across departments and competency areas using color-coded cells. Green indicates healthy coverage, while red signals critical gaps. Heat maps give HR leaders an instant visual summary of where organizational capability is strongest and where investment is needed, replacing spreadsheet-based gap tracking with a scannable surface.
Skills GapSkills Inventory
A skills inventory is a comprehensive record of all competencies and proficiency levels held by individuals across an organization. It answers the question 'what can our people actually do?' and serves as the baseline for gap analysis, succession planning, and internal mobility decisions. Unlike a job description (which lists required skills), a skills inventory captures demonstrated and assessed capability.
IDPSocial Learning
Social learning is the process of learning through observing, interacting, and collaborating with others. It emphasizes that people learn best in a social context, through informal conversations, mentoring, coaching, or peer collaboration. In the 70/20/10 framework, social learning represents the '20%' component. For example, a new hire shadows a senior team member during client meetings, observing and asking questions to learn effective communication techniques. Huneety surfaces internal experts automatically to enable targeted social learning pairings.
CompetencySoft Skills
Soft skills are interpersonal, communication, and behavioral competencies that influence how people work with others and navigate workplace situations. Examples include leadership, conflict resolution, active listening, and emotional intelligence. In competency frameworks, soft skills are typically categorized as behavioral competencies and assessed through 360 feedback rather than technical tests, because proficiency depends on context and perception.
360Spider Chart
A spider chart (also called a radar chart) is a data visualization that plots multiple competency scores on axes radiating from a center point, forming a polygon shape. In 360 assessments, overlaying self-ratings with peer and manager ratings on the same spider chart makes perception gaps visually obvious at a glance. Huneety uses spider charts as the primary visualization in individual assessment reports.
IDPStretch Assignment
A stretch assignment is a challenging project or task given to an employee that pushes them beyond their current skill set or comfort zone. The purpose is to develop new capabilities, enhance problem-solving skills, and prepare employees for greater responsibilities. Stretch assignments represent the '70%' experiential component of the 70/20/10 model. For example, a finance analyst tasked with leading a cross-department budgeting project develops project management and leadership skills beyond their usual analytical work.
SuccessionSuccession Planning
Succession planning is the process of identifying and developing internal candidates who can fill critical leadership and specialist roles when they become vacant. It shifts organizations from reactive replacement hiring to proactive talent pipeline building. Effective succession planning uses competency assessment data to measure each candidate's readiness against the target role's requirements, creating gap-driven development paths.
SuccessionTalent Pool
A talent pool is a curated group of internal employees identified as potential successors for specific critical roles. Each member has a development plan targeting the competency gaps between their current profile and the target role's requirements. Maintaining active talent pools, rather than scrambling when a vacancy opens, is the core output of a mature succession planning process.
Skills GapWorkforce Planning
Workforce planning is the strategic process of analyzing current workforce capabilities, forecasting future talent needs, and building plans to close the gap between the two. It connects business strategy to people decisions: hiring, upskilling, redeployment, and succession. Skills gap data is the foundation of effective workforce planning, turning headcount conversations into capability-first workforce design.