How to Read Your OBA Report

Your 30-second scan

Start with the Assessment Overview

Page 3 of your report is a one-page visual summary of what your sponsors said — before any narrative. Read it first to spot the patterns, then dive into the Executive Summary for context.

Sample pie charts from John Doe OBA report showing distribution of competencies across three Development Areas

Pie charts · which leadership area gets the most attention

Every competency lives in one of three buckets

The GloCoach Leadership Model groups all 32 competencies into three Development Areas. Your pie charts show how your strengths and growth areas distribute across them — the high-level shape of where you operate today, and where the next chapter is pointing.

Developing Yourself Self-management, thinking, learning, resilience.

Developing Relationships Leading, influencing, collaborating with others.

Developing Your Business Driving results, strategy, customers, execution.

How to read it: compare the two pies. A heavy strengths slice in one bucket and growth in another tells you where you already deliver value — and where the next step is asking you to stretch.

Sample bar chart from John Doe OBA report showing Strength and Growth Competencies with mention counts

Bar charts · how many sponsors mentioned each competency

Bar lengths show consensus, not scores

Each bar represents one of the 32 competencies in the GloCoach Leadership Model. The bar's length is the number of sponsors who independently raised that competency in their interview — not a rating or a score.

Different lengths mean different levels of agreement. A competency at 2 or 3 mentions was raised by multiple people from different vantage points — that's a real pattern. A competency at 1 mention is one person's view: still useful, but a single data point.

How to read it: focus your attention on bars at 2+. These are the themes where your sponsors converge — the most reliable signal in the entire report.

Where to focus first

Three sections that matter most

After the overview, these three sections are where the real signal lives, in this order.

Executive Summary

The narrative of what your sponsors actually said about your strengths and growth areas, in their own words.

Why it matters

This is where the patterns emerge. Don't just skim it. Read for the THEMES that repeat across multiple sponsors, not the individual phrases.

Look for: direct quotes, recurring language, and the through-line that connects feedback from different people.

Recommendation

GloCoach's distilled view of your top 3 priority development competencies, drawn from sponsor feedback and your own Personal Discovery.

Why it matters

This is where insight becomes action. These are the levers that will most accelerate your next leadership step, not a generic to-do list.

Look for: the bolded competencies and the specific behaviors highlighted underneath each one.

Value Insights · Yellow Flag Zone

Areas that need careful attention: sensitive themes, blind spots, and patterns that deserve a real conversation rather than a quick fix.

Why it matters

These aren't "negatives." They're high-leverage growth opportunities, and often the most consequential part of your development journey.

Look for: recurring tensions, dual-nature competencies (both strength AND growth), and feedback that genuinely surprises you.

Decoding the chart

Reading the Value Insights chart & CoG

The Value Insights section opens with a four-quadrant chart and a marker called CoG. Both look simple, but they encode the most important orientation question in the report: what your values are pointing you toward, and how you live them out.

↑ Outcome

Path →

Business through Self

Drive results via your own discipline, expertise, standards.

Business through Relationships

Drive results via teamwork, networks, influence.

Self through Self

Grow yourself by reflection, learning, autonomy.

Self through Relationships

Grow yourself through empathy, connection, others.

Bubble size = number of your selected values in that quadrant

CoG = weighted centre across all four

Two axes, four quadrants

Every value you select gets placed by two questions. Together they sort 96 values into four orientations.

Vertical axis — OUTCOME (why these values matter to you): Business outcomes (top) or personal growth (Self, bottom).

Horizontal axis — PATH (how you live them out): Through your own effort (Self, left) or through other people (Relationships, right).

Bigger bubble = stronger pull in that direction. A balanced chart means your values draw on multiple modes; a chart concentrated in one quadrant means you have a clear, dominant orientation.

What CoG (Centre of Gravity) tells you

CoG is the weighted middle of all four bubbles — one point that captures where your values sit overall. Top-heavy means business-driven; bottom-heavy means growth-driven. Right-leaning means you rely on relationships; left-leaning means you rely on self. Near the centre means balanced.

Sample Value Insights chart from John Doe OBA showing four-quadrant value distribution and CoG marker

What it looks like in the report

Here's a real example

This is the chart as it appears on page 11 of a sample OBA report. Same two axes, same four quadrants, same CoG marker — just without the quadrant labels we added above to teach the framework.

In this example, the talent's values sit slightly toward Business (top-heavy) with a CoG that bridges Self and Relationships — signalling someone who drives outcomes by drawing on both personal discipline and other people roughly equally.

Make it active

Three things to do as you read

The OBA isn't just a report to scan. The most useful parts are easy to skim past. Here's where to slow down.

Read the sponsor evidence behind your key strengths

Under each strength, your report cites the specific moments your sponsors saw it happen — direct quotes, behaviour examples, situations. Don't just see the bolded competency name. Read the verbatim quotes.

Why it matters

The competency name tells you what sponsors named. The evidence tells you how your strength actually shows up in practice — in the language of the people who work with you. That's what makes it real.

Try this: for each of your top strengths, find the sponsor quote that surprised you most. That's the one to anchor on.

Notice the ideal behaviors

Inside the Recommendation section, the report describes "ideal behaviors" for each priority competency — concrete actions, not abstract development goals. These are starter moves you can practice tomorrow.

Why it matters

"Improve your delegation" is vague. "Delegate ownership of one team meeting per week to a direct report" is actionable. Ideal behaviors are written at the actionable level. They're the bridge between insight and habit.

Try this: pick one ideal behavior across your three priorities and commit to trying it in the next two weeks.

Turn one recommendation into a 90-day move

Don't try to act on all three priority competencies at once. Pick the one that resonates most — the one you'd already been thinking about before reading the report — and turn it into a single concrete move.

Why it matters

The OBA's value is realized when it changes what you do, not when you finish reading it. One small, specific commitment beats three vague aspirations every time.

Try this: name the situation where you'll practice (a project, a meeting, a conversation), name the date, and tell one person.

Take a moment

What’s your one takeaway?

Before you close the report, pause. The OBA only becomes useful when you decide what to do with it. These two questions are the difference between reading and integrating.

Question 1

What’s one key takeaway from reading your OBA?

Not three takeaways. Not a summary. One — the thing that landed hardest, surprised you most, or kept coming back as you read.

Question 2

How will this help you grow going forward?

Be specific. Which conversation, project, habit, or relationship will look different because of what you just read? When? With whom?

If you have a Talent Review session ahead

Bring your answers to these two questions. They’ll shape the conversation more than anything in the report itself. If your organisation has engaged GloCoach’s premium services, your Individual Growth Plan (IGP) and Advisory Coaching pick up from here — matched to your goals.