INTUITIVE DESIGN
CHANGE
Growth, Development & Performance
Awareness-driven individuals need time, space, and permission to observe deeply, as well as trust from leadership to offer insight without needing to constantly prove themselves. They grow when they are encouraged to process what they perceive, and given opportunities to influence strategy, team culture, or interpersonal dynamics. They also need relational safety to voice hard truths and call out hidden dysfunctions without fear of backlash.
Key Growth Needs:
Mentorship that values discernment over speed
Time to process before reacting or presenting
Strategic roles that use their insight (e.g., advisor, evaluator, coach)
Trust from leadership to speak freely and confidentially
Opportunities to observe team dynamics or systems over time
🧠 Growth happens when they are trusted for their intuition and encouraged to bring light to what's unspoken.
Resources That Support Their Development
To develop their full potential, Intuitive designs need quiet support tools, relational feedback systems, and introspective development resources. They also benefit from ethics-based leadership content, emotional intelligence development, and tools for making invisible insight visible.
Helpful Resources:
Reflective tools (journals, 360° feedback, emotional intelligence assessments)
Books on leadership ethics, discernment, and cultural dynamics
Shadowing opportunities to observe leaders in quiet, real-world settings
Coaching on difficult conversations and navigating power dynamics
A mentor or manager who values depth and asks, “What are you seeing?”
Best Ways to Build Competency on the Job
On-the-job learning should not be rushed. They learn best by observing people and patterns over time, then being invited into discussions where they can share what they’ve gathered. Assign them to debriefs, root cause analysis, or post-mortems, where insight is needed. Give them slow-burn projects that require clarity, integrity, and emotional intelligence.
Effective Development Tactics:
Participate in reflective team reviews (“What really happened beneath the surface?”)
Provide context-rich situations where they can analyze motives or causes
Assign to conflict-sensitive roles like cultural diagnostics, leadership feedback, or trust-building
Encourage self-designed reflection projects (e.g., mapping trust levels in the team)
KPIs to Track Their Growth and Impact
Because Awareness-driven work is often intangible, KPIs should be qualitative as well as quantitative. Their best metrics involve the health of the team, clarity of decision-making, or reduction in emotional misalignment. You won’t always see their success in hard numbers — but you’ll feel it in the atmosphere.
Suggested KPIs:
Stakeholder trust scores or peer feedback ratings
Reduction in interpersonal conflict or HR escalations in their scope
Number of issues they’ve flagged early that prevented larger problems
Quality of insights or patterns identified in team or client reviews
Percentage of action plans that reflect their feedback
📈 Don’t just measure their volume — measure their influence on emotional clarity, ethical integrity, and team health.
Coaching Tips to Improve Productivity & Presentation
Awareness-driven individuals are often quiet and reluctant to speak up unless they feel safe or certain. Coaching them to own their insight, speak truth with clarity, and frame their intuition in strategic language will increase their effectiveness. Productivity for them is not about speed — it's about impact, timing, and emotional accuracy.
Coaching Tips:
Help them reframe their insight into concise, outcome-oriented language
“What you’re seeing is powerful — how can we say that in a way that leadership can act on?”Encourage them to prepare their thoughts ahead of meetings
“Write down your top three observations so you can share them confidently.”Practice neutralizing emotionally loaded insights into solution-focused recommendations
“Instead of saying, ‘There’s distrust,’ say, ‘We may benefit from realignment and transparency here.’”Coach them to clarify their internal knowing with a simple question:
“What is it I’m seeing that others are not?”
🎤 Their power is in what they perceive. Their growth is in learning how to present it clearly, calmly, and confidently.
Summary: Growth & Performance Development for Intuitive Designs
AreaInsightGrowth NeedsTime, trust, purpose-driven roles, emotional safetyBest ResourcesReflective tools, EQ development, strategic mentorshipDevelopment StyleObservation-based, clarity-focused, slow-burn insight buildingPerformance MetricsPeer trust, early detection of issues, quality of insightCoaching FocusPresenting insight clearly, speaking with confidence, reframing emotionally sensitive observations