A behavioral signal that scores Initiative, Applied Grit, and Learnability under pressure to indicate who's ready for more scope — measured from behavior, not self-report.
Acting without being told — spotting what needs doing and moving before being directed, especially when the situation is unclear.
Follow-through under difficulty — staying with a commitment when it gets hard. Distinct from general "grit" as a personality trait; this is grit demonstrated in context.
Adapting and improving from feedback and new demands — the behavior that predicts who grows into a role rather than plateauing.
Current ability to take on scope — time, energy, and behavioral readiness — right now. A dynamic state, not a fixed trait, which is why it's better observed than assumed.
The EOS test for whether a person fits a seat. Capacity is the vaguest of the three — the component Prove makes measurable. How Prove measures capacity →
Turnover among the people you wanted to keep. A far truer retention signal than headline turnover, which lumps in departures you didn't mind.
Doing the minimum and no more — disengagement that looks like retention on a headcount report but withholds discretionary effort. Spot quiet quitting early →
How many direct reports a manager oversees. Stretch it too wide and coaching, feedback, and engagement all degrade — a common scaling failure.
How well a new hire performs and stays. Best assessed by behavior in the first 90 days, not by resume or interview impression. Prove a hire in 90 days →
The tendency to promote people to the level of their incompetence — rewarding past performance with a role that needs different behavior. Why good people fail after promotion →
The pattern of engagement scores falling while business performance holds — evidence that engagement and results were never the same thing. The engagement paradox, explained →
The Commitment Quotient score rests on three measured dimensions. Each breaks down into three observable behaviors — the specific things Prove watches for in real work, rather than a personality label. See the first-principles science behind them →