The 24 behaviors
Every person on a team is scored on these behaviors each cycle — the same named, defined behaviors every time, so movement is comparable month over month. Here is the full list, with the operational definition raters actually see.
Every behavior is rated by the people who actually work with someone — their manager, peers, and themselves, or a single advisor — judging how consistently they see it on a defined scale. Here is exactly what a rater sees when they score Focus:
Prioritizes high-value work and maintains attention on critical tasks despite distractions.
- Stays focused on highest-priority work
- Minimizes distraction to self and others
- Says no appropriately to protect priorities
Each person is rated by several people, weighted by how well each is placed to see the behavior — then the scores are statistically corrected so a harsh or generous rater, or any single voice, can't swing the result, and tracked month over month. How scores are protected →
Consistently delivers on commitments, meets deadlines, and follows through without reminders.
How Reliability is measured →Prioritizes high-value work and maintains attention on critical tasks despite distractions.
How Focus is measured →Identifies and acts on opportunities and problems before being directed.
How Proactivity is measured →Regulates emotions and behavior professionally under pressure, conflict, and ambiguity.
How Self-Management is measured →Treats all colleagues professionally, inclusively, and with dignity regardless of role or background.
How Respect is measured →Shares information clearly, concisely, and at the appropriate level for the audience.
How Communication Clarity is measured →Works effectively with others across teams to achieve shared goals.
How Collaboration is measured →Creates conditions where others feel safe to speak up, admit mistakes, and take interpersonal risks.
How Psychological Safety Contribution is measured →Takes ownership of outcomes, admits mistakes, and follows through on remedial actions.
How Accountability is measured →Prepares thoroughly before execution, defining scope, dependencies, and success criteria.
How Planning is measured →Produces accurate, thorough, defect-free work that meets or exceeds standards.
How Quality Orientation is measured →Systematically improves processes, tools, and methods to increase effectiveness.
How Continuous Improvement is measured →Identifies root causes and develops effective, sustainable solutions.
How Problem Solving is measured →Connects daily activities and decisions to long-term organizational goals.
How Strategic Thinking is measured →Seeks understanding, asks probing questions, and explores new ideas before dismissing them.
How Curiosity is measured →Makes timely, well-reasoned decisions using appropriate evidence, considering tradeoffs and downstream effects.
How Decision Quality is measured →Acts as a steward of organizational resources, reputation, and outcomes beyond narrow job scope.
How Ownership is measured →Develops capabilities of teammates through feedback, guidance, and opportunity creation.
How Coaching Others is measured →Demonstrates integrity, competence, and benevolence so others willingly rely on and confide in them.
How Trust Building is measured →Quickly acquires new knowledge and applies it effectively in novel situations.
How Learning Agility is measured →Adjusts effectively to changing priorities, conditions, and ambiguity.
How Adaptability is measured →Generates and implements novel ideas, approaches, or solutions that create value.
How Innovation is measured →Framework version kinetry-2.0. How the ratings become fair, hard-to-game scores is public too: How scores are protected. See the behaviors scored on a live demo team (fictional company): open the live demo.