Example report — illustrative data
Feed Forward Report
Clermont · Feed Forward · Cohort 1 · starts 2026-08-25. This is exactly what clients and delegate/manager pairs receive as a PDF at each measurement point.
Delegate's view: up 1.4 points since the start.
Line manager's view: up 1.6 points since the start.
You and your line manager are broadly aligned.
Cohort average at 60-Day Post Prog: 4.4
Delegate & line manager comparison
Confidential to the pair. Every question and every written answer, the delegate's own view alongside their line manager's view at each measurement point.
Amara Dlamini
amara@clermont.example
Lerato Mokoena
lerato@clermont.example
I use strong people-leadership skills to work effectively with team members.
+1.0 overallI use feedback to improve my impact as a leader.
+1.5 overallI address difficult conversations constructively.
+1.0 overallI actively support the growth of my team members across distance and time zones.
+2.0 overallI delegate in ways that build team members’ capabilities.
+1.5 overallI demonstrate our company's values through specific, visible actions.
+1.0 overallI create an environment where my team members feel safe to contribute.
+2.5 overallI manage my key stakeholder relationships proactively, rather than reactively.
+1.5 overallConfirmed strengths — 60-Day Post Prog
Combined score 4.0 or above, with the two views within a point of each other.
- 1I create an environment where my team members feel safe to contribute.Combined 5.0 · Gap +0.0
- 2I address difficult conversations constructively.Combined 4.5 · Gap +1.0
- 3I delegate in ways that build team members’ capabilities.Combined 4.5 · Gap -1.0
- 4I use strong people-leadership skills to work effectively with team members.Combined 4.0 · Gap +0.0
- 5I use feedback to improve my impact as a leader.Combined 4.0 · Gap +0.0
- 6I actively support the growth of my team members across distance and time zones.Combined 4.0 · Gap +0.0
- 7I demonstrate our company's values through specific, visible actions.Combined 4.0 · Gap +0.0
- 8I manage my key stakeholder relationships proactively, rather than reactively.Combined 4.0 · Gap +0.0
Where views differ — 60-Day Post Prog
A gap of 1.0 or more at the most recent measurement point, regardless of score.
- 1I address difficult conversations constructively.Combined 4.5 · Gap +1.0
- 2I delegate in ways that build team members’ capabilities.Combined 4.5 · Gap -1.0
What needs more focus — 60-Day Post Prog
Combined score below 4.0, lowest first.
No statement scored below a combined 4.0 at 60-Day Post Prog.
In their own words
Every written answer, grouped by measurement point, delegate and line manager side by side. Questions marked for Tidal only are not shown here.
Is there anything not covered above that feels really important for you to grow your leadership skills?
I want to get better at giving direct feedback to senior stakeholders, not just my team.
Influencing senior stakeholders without authority — that is where she will grow most.
If there were two key objectives you wanted to focus on most during this programme, what would they be?
Difficult conversations and delegating work that stretches my team.
No answer given.
What progress have you seen my team member make with their two key learning objectives?
No answer given.
No answer given.
What specific examples can you share of changes in their approach to leadership?
No answer given.
No answer given.
Is there anything not covered above that feels really important for your team member to grow their leadership skills?
No answer given.
No answer given.
If there were two key objectives you wanted to focus on most during this programme, what would they be?
No answer given.
No answer given.
What progress have you made with your two key learning objectives?
I now run difficult-conversation role plays with my peer group and have stopped delaying the big ones.
She has moved from avoiding difficult conversations to leading them with a clear structure.
What specific examples can you share of changes in your leadership approach?
I used the DESC model to give feedback to a senior director and got a positive shift in behaviour the same week.
She recently challenged a senior stakeholder's timeline and proposed a more realistic plan that the team adopted.
Is there anything not covered above that feels really important for your team member to grow their leadership skills?
No answer given.
No answer given.
If there were two key objectives you wanted to focus on most during this programme, what would they be?
No answer given.
No answer given.
What progress have you made with your two key learning objectives?
I now run difficult-conversation role plays with my peer group and have stopped delaying the big ones.
She has moved from avoiding difficult conversations to leading them with a clear structure.
What specific examples can you share of changes in your leadership approach?
I used the DESC model to give feedback to a senior director and got a positive shift in behaviour the same week.
She recently challenged a senior stakeholder's timeline and proposed a more realistic plan that the team adopted.
Conversation prompts
- What stands out to you both in these scores? Where do you agree and where do you see things differently?
- Which behaviour is the strongest area right now, and which one needs the most focus?
- What is helping — or what would help — develop the area that needs the most focus?
- What is the one thing you will both do next to keep this moving forward?