For individuals
Understanding assessment results
Traditional reports are often static, hard to interpret, and easy to forget. Most people skim them, miss the insight, and move on, which means limited growth and wasted potential. Sola changes that. It breaks down assessment results in real time, explains what they actually mean, and shows how to grow, all in plain, practical language.
Here’s what a user can ask Sola to better understand their results:
“What does it mean that I’m high on Pragmatic?”
“Can you explain my top Core Drivers in plain English?”
“What are the risks in my personality profile?”
“How do I use my results to be more effective at work?”
“What’s one thing I should work on based on my results?”
“How can I become a better communicator?”
“Create a step-by-step guide to help me deliver more constructive feedback.”
“What does it mean that I'm high on Curious but low on Disciplined?”
“How is Deeper Signals different from other coaching platforms?”
“How do my results affect the way I work with others?”
“How do my Core Drivers show up in meetings?”
“What’s the best way for me to make crucial decisions?”
“What do my results say about how I like to be managed?”
“What are the signs that I'm overusing my strengths?”
“How do my strengths translate to my current role as a Marketing lead?”
“What does my low score in sub driver Resilience mean for my career development?"
“Can I use the platform to reflect on my strengths before a performance review?”
“How does my own personality affect how I delegate?”
“How should I approach difficult conversations given my communication style?”
“What exercises would help me develop my weakest area from the assessment?”
“How do my results compare to typical profiles in my industry?”
“What are the best job roles based on my report?”
"What should I highlight from my assessment results when discussing career growth?"
For team leaders
1. Understanding teams and direct reports
Most managers don’t have the time or resources to deeply analyze assessment results or customize their leadership approach for each individual, which often leads to mismatched management and disengaged teams. Sola addresses this challenge by delivering real-time, personalized insights into how each team member thinks, communicates, and works best. It equips managers with the clarity needed to lead more effectively, adapt their approach, and foster stronger team dynamics.
Here’s what a leader can ask Sola to better understand their teams:
“What are the Core Drivers of my team?”
“What motivates Miranda, and how should I manage her?”
“How can I give better feedback to a Candid and Passionate team member?”
“Can you help me understand the strengths of my team?”
“What should I know before having a 1:1 with Cree?”
“Who on my team needs more structure and support?”
“How can I get Cree and Miranda to collaborate better?”
“Design a workshop to improve the level of collaboration at this time.”
“Who on my team thrives with autonomy?”
"What communication approaches would work best with my team?"
“Help me coach Miguel, who struggles with follow-through.”
"What decision-making process would engage all my team's Core Drivers/Values?"
“How can I bring out the best in someone who’s Curious but also Reserved?”
“What’s the best way to motivate this team during change?”
“Give me talking points for a development check-in with Samantha.”
"What team structure would maximize our collective strengths?"
"How should I approach giving difficult feedback to someone with high sensitivity?"
"What meeting format best accommodates different processing styles on my team?"
“Who on my team might feel overlooked or disengaged?”
“Who might need more recognition and encouragement?”
“What all should be considered while onboarding a new member to my team?”
“How can I prevent friction between Hermione, who values speed, and Ronald who prefers a slower pace?”
“How can I help a team member connect their day-to-day work to a larger purpose?”
“Who’s most likely to question new ideas, and who’s most likely going to be the devil’s advocate in my team? How do I moderate this debate effectively?”
2. Delegating with purpose
Delegation often falls into two extremes: micromanaging or handing off tasks without enough context or clarity. Both create problems, either slowing down progress or leaving team members overwhelmed and unsupported. Sola helps managers delegate with purpose by identifying which tasks align with each person’s development needs and offering guidance on how to empower ownership while keeping the right level of oversight.
Here’s what a leader can ask Sola to delegate with purpose:
"Which responsibilities are appropriate to delegate to Alex, given their assessment results?"
"How should I structure a delegation conversation with my experienced but cautious team member?"
"What follow-up cadence do you recommend for this high-stakes project I'm delegating?"
"How can I delegate strategic thinking, not just tactical execution?"
"Create a delegation plan that helps my perfectionist direct report grow through stretching assignments."
“What types of decisions can I start involving Lewis in?”
"What level of detail should I provide when delegating to someone with Casey's working preferences?"
"How can I frame this assignment to appeal to Taylor's motivational drivers?"
"What authority boundaries should I establish when delegating to my creative but disorganized team member?"
“What’s the best way to delegate to someone who values autonomy?”
"What's the best approach for delegating to Harry, who struggles with time management?"
“How do I delegate decision-making authority in a high-stakes situation without micromanaging?”
"How should I balance oversight and autonomy for my highly capable but risk-averse direct report?"
"What delegation structure would help my team collaborate better on a cross-functional project?"
"How can I use delegation to address the skill gaps in Riley's leadership assessment?"
“Who, in my team, might feel overlooked in current delegation patterns?”
"How should I adjust my delegation approach for remote team members?"
“What are the risks of delegating too much to Sarah?”
“How do I involve others in a project while maintaining accountability?”
“What are the signs I’ve over-delegated?”
“What are the signs that Audrey is ready for more responsibility?”
“How to deal with failures in delegation on Sharon’s part?”
For HR leaders
1. Preparing for hiring
Hiring is often a high-stakes guessing game. Interviews are inconsistent, prone to bias, and rarely connected to real data, causing good candidates to be overlooked. Sola changes that by automatically generating structured, role-specific interview guides based on assessment results. It helps managers ask the right questions, evaluate soft skills more fairly, and make faster, more confident hiring decisions.
Here’s what a leader can ask Sola when preparing to hire the right person:
“Generate an interview guide for Cree based on her Core Drivers.”
“What should I ask to understand how resilient this candidate is?”
“What are this person’s strengths and blind spots?”
“How well does this candidate fit the profile for a software engineer?”
“What concerns should I probe during the interview?”
“How does this candidate compare to Anik? Who would be a better fit for the role?”
“What might be red flags in this profile?”
“How does this candidate’s profile align with our company culture?”
"What onboarding approach would help this candidate succeed based on their assessment results?"
"Which competencies should I focus on during evaluation, given this candidate's assessment profile?"
"How might this candidate's decision-making style impact our current team dynamics?"
"What follow-up questions should I ask about their conflict resolution approach?"
"What role-specific scenarios would best assess this candidate's acumen for the role of a Product Manager?"
"How should we structure the panel interview to best evaluate this candidate's potential?"
"What management style is this candidate most likely to respond well to if hired?"
"What growth trajectory might we expect from this candidate based on their learning agility scores?"
“How do I explore this candidate's ability to collaborate under pressure?”
“What would motivate this person to join our team?”
2. Supporting the growth of others
Many development plans are vague, generic, and disconnected from what people actually need. This leads to wasted time, low engagement, and little real progress. Sola changes that by turning assessment insights into personalized growth plans that highlight strengths, target specific development areas, and suggest practical actions to close skill gaps, helping managers support meaningful, measurable growth.
Here’s what a leader can ask Sola to support the growth of their direct reports:
“What are Cree’s top development areas?”
“Suggest a growth plan to become an effective leader based on Miranda’s results.”
“How can I improve Alex’s emotional intelligence?”
“What’s one behavior Miranda should focus on this month?”
“Can you give me three coaching tips so that I can help Alex become more adaptable?”
"What kind of learning structure/trajectory would work best for Cree based on their assessment results?"
"How can I help Jordan translate their analytical strengths into better people skills?"
"Create a 90-day development plan that addresses Taylor's communication challenges."
“How do I adapt my coaching approach for someone high in Laid-back?”
"What feedback technique would be most effective for my pragmatic yet passionate team member?"
“How do I keep momentum going after giving growth feedback?”
“What personalized affirmation or encouragement would help this person grow?”
"What resources would help my direct report develop their leadership skills?"
"How can I measure progress on the soft skills Riley needs to develop?"
"What mentoring approach would benefit someone with this self-awareness profile?"
"Design a peer learning program that leverages my team's complementary strengths."
"What daily habits would help Morgan develop the resilience they need for leadership roles?"
“How can I turn feedback into a growth opportunity for my direct report?”
“What strengths should this person learn to double down on?”
“What’s a meaningful challenge to help this person grow?”
“What are indicators of real progress, not just effort?”
“Who would be the best person to pair up with Leslie for a peer learning program?”
3. Supporting succession planning
Many organizations struggle with weak leadership pipelines and a lack of structure around identifying and developing future leaders. This often leads to costly external hires, disrupted transitions, and missed chances to retain high-potential talent. Sola helps managers take a proactive approach to succession planning by identifying leadership potential, recommending development pathways, and suggesting stretch assignments that build critical skills long before a promotion is on the table.
Here’s what a leader can ask Sola to identify and support future leaders:
"Which team members show the strongest leadership potential based on their assessment profiles?"
"What development experiences would prepare Riley for a team lead role within 18 months?"
"How can I create a mentorship program that addresses our specific leadership gaps?"
“What might derail Bella if promoted too soon?”
“What might block this high-potential person from stepping up?”
"What early leadership responsibilities could I give Casey that would make her a better leader?"
"Design a future leaders cohort program that develops our five critical leadership competencies."
"What succession risks do we face given the assessment profiles of our current leadership bench?
"What leadership team composition would give us the best cognitive diversity for future challenges?"
"How can we help Jordan transition from technical expert to people leader, given their assessment results?"
"What critical aspects are missing from our succession candidates' development based on their profiles?"
For admins
Working with the Deeper Signals platform
Sometimes even the best tools need a bit of support to get the most out of them. For Deeper Signals admins, Sola acts as a smart support system, helping you navigate the platform, find the most relevant insights, and integrate data into your daily people processes with more confidence.
Here’s what an admin can ask Sola to simplify their work with the Deeper Signals platform:
“Where is the Team Dynamics report?”
“What recent updates have been made to the platform?”
“I only want the Core Drivers, not the Core Values. How to turn off the later?”
“How can I change the language setting on the platform?”
“How can someone be reassigned with an assessment?”
"How should I interpret the team analytics in relation to our performance metrics?"
"What comparative data views would help us understand departmental differences in adaptation to change?"
"How can I use the platform to identify hidden talent with specific skills we need for upcoming projects?"
“What happens if I miss or skip an activity in my development sprint?”
“How can I integrate the platform with our HRIS system?”
“How to create and assign tags for my teams?”
“Can I end a sprint early or skip certain activities?”
"How should I set up team profiles to respect privacy while enabling effective group insights?"
"What dashboard configuration would give our managers the most actionable coaching insights?"
“How can I hide the results from my candidates?”
"How can we use the platform to track behavior change following our development interventions?"