Approach
Measure what changes, and how sure you can be.
Naru’s approach is built on repeated observation of leadership behavior, from more than one perspective, over time. This page explains how we intend it to work, what the evidence can and cannot tell you, and how participant information is kept separate from sponsor reporting.
How it works
A simple measurement loop.
The loop starts with your leadership framework and a real decision you expect to make, so the evidence has somewhere to go.
- 01
Define
Agree on the behaviors the program is meant to develop.
- 02
Baseline
Establish the cohort’s starting point before the work begins.
- 03
Observe
Gather consented feedback at agreed intervals.
- 04
Assess
Judge whether change lasts, and how strong the evidence is.
- 05
Decide
Use the findings to continue, adapt or investigate.
What participants do. Leaders answer a short pulse about their own work. Managers and a sample of team members respond at a few agreed points.
Interpretation
What the evidence can and cannot tell you.
Observations are not facts on their own. Naru is designed to show how much weight a finding can bear, including when the honest answer is that there is not enough evidence yet.
Designed to report
What Naru shows
- The direction of change for each agreed behavior
- Whether more than one perspective sees it
- Whether the change persists across read points
- How strong the evidence is, including when it is insufficient
Designed not to claim
What Naru does not do
- Reduce leadership to a single universal score
- Claim that a particular provider caused a change
- Produce individual performance ratings
- Make decisions about people
AI and judgment
AI for interpretation. Human judgment for decisions.
We are developing AI-assisted workflows to interpret permitted information, identify gaps in the evidence, and support useful follow-up. The aim is to make evidence easier to use. People remain accountable for decisions about programs, investment, and anything that affects an individual.
Privacy and security
Participant privacy is part of the measurement design.
Our approach separates personal development information from sponsor-level reporting. Organizations need a useful view of progress without turning confidential coaching conversations into performance ratings.
- Personal space stays personal.Reflections, practice notes and coaching conversations stay with the participant unless they choose to share a summary.
- Sponsors see cohorts.Sponsor reporting shows patterns across a group, not individual reflections.
- Small groups are suppressed.Groups below an agreed threshold are not reported. The threshold is set with your privacy, legal and HR teams.
- Built for development.Measurement is not intended for individual performance ratings or employment decisions.
These are design principles, not a description of any customer’s configuration.
Before a pilot, we walk your privacy, legal, security and HR teams through the specific data flows, access, suppression and retention settings, and agree them with you. For security questionnaires and enquiries, contact security@naruhq.com.
Next step
Start with one program and one upcoming decision.
In a 30-minute conversation we map the evidence you already have and the gaps a pilot could address.
Or write to hello@naruhq.com