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?”