Mindsets & Behaviors
Mindsets & Behaviors (M&B) is ProBeya's module for measuring, developing, and sustaining the cultural side of operational transformation. While other features track process and performance metrics, M&B focuses on the human element — how well individuals and teams are adopting the target mindsets and behaviors that make transformation stick.
The module provides a complete toolkit: competency frameworks, behavioral evaluations, coaching sessions, field observations, and peer recognition — all integrated into a heatmap-style team matrix for visual management.
Overview
Operational transformations succeed or fail based on behavior change. M&B solves three critical challenges:
- Measuring culture: quantifying behavioral adoption instead of relying on anecdotal impressions
- Structured coaching: scheduling, documenting, and tracking follow-up actions from coaching conversations
- Sustaining gains: making desired behaviors visible and recognized to prevent regression
Getting Started
- Navigate to Mindsets & Behaviors from the workspace menu.
- Start by creating Competency Domains (e.g., Leadership, Problem Solving, Teamwork).
- Within each domain, define specific Competencies with maturity level descriptions.
- Begin recording Observations as you walk the floor or attend meetings.
How It Works
Competency Framework
The framework is organized in two levels: domains group related competencies, and competencies define the specific behaviors being assessed.
Each competency includes maturity levels (1 to 5) with descriptive labels:
| Level | Typical Label | Description |
|---|---|---|
| 1 | Unaware | Does not demonstrate the behavior |
| 2 | Aware | Understands the behavior but rarely applies it |
| 3 | Practicing | Applies the behavior with support |
| 4 | Proficient | Consistently demonstrates the behavior independently |
| 5 | Role Model | Champions the behavior and coaches others |
Behavioral Evaluations
Evaluations are structured assessments of an individual's behavioral maturity. They follow a lifecycle:
| Status | Description |
|---|---|
| Draft | Being filled in by the evaluator |
| Submitted | Completed with dimension scores and overall score |
| Reviewed | Reviewed and acknowledged by a manager or coach |
Each evaluation contains multiple dimensions — named behavioral areas with a numeric score (0-10) and optional evidence text. The overall score is automatically computed as the arithmetic mean of all dimension scores.
Evaluations can be filtered by evaluatee, status, and period (e.g., "2026-Q1") for trend tracking.
Coaching Sessions
Coaching sessions formalize the development conversations that follow evaluations and observations.
| Field | Description |
|---|---|
| Coachee | The person being coached |
| Coach | Automatically set to the session creator |
| Scheduled At | Date and time for the session |
| Topic | Focus area for the conversation |
| Notes | Session notes (markdown-compatible) |
| Action Items | Tasks with due dates and completion tracking |
| Status | planned → completed or cancelled |
When a session status changes to "completed", the completedAt timestamp is automatically recorded.
Behavior Observations
Observations are lightweight, in-the-moment records of someone demonstrating (or not demonstrating) a competency. They are the raw data that feeds the team matrix.
- Observer: automatically set to the current user
- Observed User: the person whose behavior was observed
- Competency: which specific competency was observed
- Level: the maturity level observed (1-5)
- Context: situational description of what happened
- Anonymous: option to hide the observer's identity
Peer Recognition
Recognition entries let team members publicly acknowledge when a colleague demonstrates exemplary behavior linked to a specific competency. Recognitions include a message and can be public or private.
Team Competency Matrix
The team matrix is a heatmap view showing average observation levels per person per competency. It aggregates all observations into a grid where:
- Rows = team members
- Columns = competencies
- Cells = average maturity level + observation count
This enables managers to spot capability gaps at a glance and target coaching interventions where they are needed most. The matrix can be filtered by competency domain.
Permissions
- All Members can view public recognitions and their own evaluations
- Observers (any authenticated user) can record observations
- Coaches can create and manage coaching sessions
- Workspace Admins can manage competency frameworks and view the full team matrix
- Organization Admins have full access across all workspaces
Tips & Best Practices
Conduct observations during Gemba walks and TIER meetings — these are natural moments to see behaviors in context. Record them immediately while the detail is fresh.
Use anonymous observations when the culture is not yet mature enough for open feedback. As trust grows, transition to named observations.
Review the team competency matrix monthly with the leadership team. Use it to prioritize coaching interventions on the competencies with the lowest average scores.
Related Features
- Knowledge Forge — expertise profiles complement behavioral competency data
- Gemba Walk — structured walks where behavioral observations are naturally captured
- Tier Meeting — daily meetings where behaviors are visible and can be observed