Today · Monday 22 June

Welcome back, Kasia

Here's what needs you across the business today. Ari pulled your inbox, calendar and Slack into one view — 3 priorities, 6 to clear, next sync at 11:00.

35%

Today cleared

47%

Company OKR alignment

Your workspaces

Jump into a workspace

Pulse

Your day, synthesised from email, calendar and Slack into priorities.

3 prioritiesToday's focus

Performance

OKRs linked to company objectives, feedback and your review.

3 OKRsQ2 cycle

Today's top priority

Margin summary for Marta

Due 14:00 · feeds OKR-01

Inbox needing action

across email & Slack · replies drafted

Next meeting

Modern Trade sync

11:00 · in 40 min

Your day

Hourly distribution · 5h 15m committed of 8h

Balanced

8a1p6p

Focus 2h 15mMeetings 3hOpen 2h 45m

Inbox themes

Email, Slack & meeting threads, curated into 4 active themes

9 replies prepared

Ari drafted a response for everything that needs you — review, copy or send from your Inbox

Manager lens · Commercial — Poland

Your team of 20

12 on track, 5 need attention, 3 blocked. Your own Q2 commitment to Marta is at 78% — you're juggling that alongside unblocking your team.

Team size

direct reports

On track

Needs attention

Blocked

Team status

Where your 20 reports stand today

60%

On track — 12 Needs attention — 5 Blocked — 3

Team OKR average: 64%. Average workload: 71% — 3 people are over 85% capacity.

Highest workload today

Where time is most stretched — consider redistributing

Your team

20 direct reports — search a name or pick a group, so this scales past 100

How your team ladders up

Company → You → your 20 reports

Company

Expand European market share2027 Ambition · Group Commercial Director

61%

You

Grow Modern Trade revenue +12% YoYWeight 40% · Commercial — Poland

64%

Your score rolls up from your 20 reports' objectives — see the full breakdown in Performance → OKRs.

This week's meetings

Your 1:1 cadence + team syncs

Mon

1:1 — Anna NowickaBiedronka Q3 listing

Tue

1:1 — Marek DąbrowskiUnblock planogram sign-off

Wed

Team sync — Modern TradeAll 20 · weekly

Thu

1:1 — Piotr KowalczykWorkload rebalance

Fri

1:1 with MartaYour own upward review

Senior leader lens · Commercial, Central Europe

4 divisions · 104 people · 4 managers

Updated today · 08:30
Refreshes automatically each morning

Digital & Ecommerce is the org's biggest gap.OKRs at 45% this quarter (Q2 2026) — the lowest of your 4 divisions, and falling. Baltics leads at 71% OKR attainment. That's the one thing worth 30 seconds today.

How do I solve that?

Dawid Sikora's team is under-resourced relative to its mandate — every capability except Digital & AI Fluency is below org average, and peer managers report the team is stretched thin on cross-functional requests.

Recommended paths

Approve the headcount case James Whitmore is willing to back at the board meeting
Pair Dawid with Michał Wozniak, who's navigated a similar turnaround
Fast-track an internal transfer from Poland or Baltics' bench to relieve capacity now

Who leads that effort?

Dawid Sikora owns the recovery plan; you sponsor the resourcing ask at board level with a 90-day target.

Your priorities

Approve headcount for Digital & Ecommerce

Pulse consistency

–

Avg. daily Ari check-in rate across your 4 divisions, today

Headcount

104

across 4 divisions

On track

–

of 4 divisions

Needs attention

–

of 4 divisions

Blocked

–

of 4 divisions

Divisions

Click a division for its manager's readout

OKR attainment by division

% of each division's Q2 2026 objectives completed, weighted by headcount — org average 60%. Click a division to open its OKRs.

Manager performance

Your 4 direct managers — never the individuals behind them

Manager	Division	Team	OKR	Status

Pulse workspace

Today's Focus

Ari scanned your inbox, calendar and Slack at 08:30 and ranked what matters most today.

Your priorities

Each priority expands into its references — decisions drafted in your Inbox themes, checkable right here

Your priorities

Each priority expands into its references — decisions and direction drafted in your Inbox themes, checkable right here

Items scanned

across 3 sources

Need you today

high priority

Auto-closed

vs yesterday's scan

Top priorities

Each priority links to its theme — expand it to tick off the underlying references one by one

Today's themes

Each bundles email, Slack & meeting threads — click to open in your Inbox

Ari's nudge: Two of today's three priorities feed OKR-01. Knocking out the margin summary before 14:00 moves your readiness from 64% → ~68%.

Needs your mapping

Ari couldn't confidently match these — link each to a theme, or open it in its source

Pulse workspace · AI

Workstreams

Ari clusters every signal — email, calendar, Slack, CRM and tasks — around the thing it's actually about, so nothing stays siloed.

Active workstreams

Signals aggregated

across your sources

Needs your mapping

Ari wasn't sure

Pulse workspace

Inbox

Email, Slack and meeting threads in one place — organised into themes Ari senses and curates, so nothing is fragmented across modules.

Themes

Curated by Ari from your email, Slack and meeting transcripts — click one to focus

Pulse workspace

Calendar

Today, Monday 22 June · 4 meetings · 2h 15m focus time protected.

Today's agenda

Pulled from Google Calendar

09:00

Focus block — Margin summaryProtected · ties to OKR-01

11:00

Modern Trade route syncWith Tomasz, Anna · Meet link

13:00

1:1 — Director MartaBring: lightweight category deck

15:30

Compliance briefingResponsible Marketing Code · optional

How your day splits

Meetings

Focus

2h 15m

Open

1h 30m

Conflict: Your 13:00 with Marta needs the lightweight category deck — but the deck task is due 14:00. Ari suggests moving the focus block earlier.

Performance workspace

Skills DNA

Your capability radar vs the Level 4 benchmark for Country Commercial Director.

Performance workspace

Organization Capability

Not your own Skills DNA — the capability profile of the 104 people across your 4 divisions.

Capability radar

Your level vs L4 target across 8 capabilities

Your level L4 benchmark

Biggest gap: Negotiation & Influencing (3 → 4). Recommended bridge below.

L4 readiness criteria

Matched vs gaps

Commercial Acumen

Level 4 · matched ✓

Customer & Category Management

Level 4 · matched ✓

Negotiation & Influencing

GapLevel 3 → 4 · bridge: Winning in Modern Trade

Responsible Marketing & Compliance

GapLevel 3 → 4

Digital & AI Fluency

EmergingLevel 3 → 4

Capability by division

Same 8 capabilities as the employee Skills DNA — compare any division against the org average

Psychometric assessments

Take a short assessment and your result updates your Skills DNA automatically. Available to employees today — managers get their own set once the manager portal ships.

Leadership & Team Mindset

How you lead, not just what you know — this cascades to how Piotr Zieliński (your senior leader) sees your leadership readiness

Coaching & Development

4.1

Delegation

3.2

Decision-Making

3.8

Accountability

4.4

Change Leadership

2.9

Executive Presence

3.0

Leadership Mindset Index

3.6 / 5

+0.2 vs last quarter

Your Emotional Intelligence and Team Role Style results feed this index alongside team-pulse signals. Lowest lever: Change Leadership — the Responsible Marketing rollout is a good stretch opportunity.

Upskilling workspace

Role Explorer

Roles matched to your Skills DNA. Target one to generate a development path.

L4-L5

Executive

Group Commercial Director

Drive Europe-wide commercial excellence matching the 2027 Ambition.

Commercial Acumen

Sustainability & ESG

Responsible Marketing

EUR 40k–55k / mo

67% match

L3-L4

Commercial · Target

National Sales Manager

Lead trade marketing teams, optimise promo ROI, unblock national expansion.

Route-to-Market

People Leadership

Commercial Acumen

EUR 32k–42k / mo

67% match

L3-L4

Commercial

Key Account Manager

Own strategic grocery relationships and joint business planning.

Customer & Category

Commercial Acumen

Negotiation

EUR 28k–36k / mo

74% match

Upskilling workspace

Development Path

Your structured L2 → L4 roadmap. Required milestones only.

Stop-off journey planner — L2 → L3 gateway

Required: General Dev · 2 courses to clear the gateway

Winning in Modern Trade: Negotiation

Stock AcademyEnrolled · 12h · +10% Negotiation

Commercial Finance & P&L for Managers

Warsaw FinanceAwaiting selection · 10h · +8% Commercial Acumen

L1 · Digital Services

Accredited ✓

L2 · Digital Transformation

Current point

L3 · Senior Lead

2 courses away

L4 · Strategic Director

Target

Upskilling workspace

Supercharger

Your elective playground — extra courses to hyper-scale your Skills DNA.

Elective certificates

3 / 6

50% to promotion goal

Active study plan

Certified achievements

Match 98%

Winning in Modern Trade: Negotiation

4 weeks · 60% complete

Match 95%

Category Management Essentials

6 weeks · not started

Performance workspace

My Objectives & OKRs

Your objectives cascade from company strategy → your team → you. Each contributes to its parent and rolls its score up.

Q2 2026

Period

47%

Your completion

Allocated to you

Performance workspace

Team Objectives & OKRs

Company strategy → you (manager) → your 20 reports. Your score is a live rollup of theirs.

Q2 2026

Period

64%

Team completion

Reports contributing

Performance workspace

Organization Objectives & OKRs

Board strategy → you (senior leader) → your 4 divisions. Never drills to individuals — that's your managers' job.

Q2 2026

Period

60%

Org completion

Divisions contributing

Performance workspace

Feedback & Coaching

Recognition and input from across the org, plus your private coaching space with your manager.

Received this year

Shoutouts

From senior leaders

Feedback about your leadership

From peer managers and senior leaders — how they see you running the team

Piotr ZielińskiGroup Commercial Director · senior leader

★ Shoutout15 Jun

Your team's Modern Trade delivery this quarter is the strongest in the region — that's a leadership outcome, not luck.

Kasia's team delivered the strongest Modern Trade growth in Central Europe this quarter. That kind of consistency across 20 people comes from how she runs the team, not individual heroics.

Why it matters: a strong signal for your own L4 case — team leadership outcomes count.

Michał WozniakPeer manager · Modern Trade South

Developmental2 Jun

Your 1:1 cadence keeps people unblocked fast — I've started copying it for my own team.

I noticed your team resolves blockers faster than most — I think it's your 1:1 cadence. Would love to compare notes on how you structure them.

Suggested next step: share your 1:1 template at the next manager sync.

Feedback for your team

Search or pick a team member — scales whether you manage 5 or 500

Feedback about your leadership

From the CEO and peer senior leaders — how they see you running Commercial, Central Europe

James WhitmoreGroup CEO

★ Shoutout10 Jun

Baltics is the model for the rest of the group — replicate whatever Piotr's team is doing there.

The Baltics division under your organization is delivering the kind of consistency the whole group should be benchmarking against. Well led.

Why it matters: board-level visibility on your division's performance.

Sofia RossiChief Sustainability Officer · peer senior leader

Developmental3 Jun

Digital & Ecommerce's Responsible Marketing scores are dragging the group average — worth a joint push.

I'd like to partner on Digital & Ecommerce specifically — their compliance scores are the lowest of any division group-wide, and it's affecting our ESG reporting.

Suggested next step: joint working session with Dawid Sikora.

Feedback for your managers

Search or pick a manager — coaching your 4 direct reports, never their reports

On track for Q2

Coaching with Marta Lewandowska

You're on track overall — one focus area needs attention. Marta sees your progress live, so sessions stay focused on unblocking you, not status updates.

Next session

Thu 26 Jun · 14:00

What your manager sees · this week

Coaching is grounded in your real activity — Pulse, tasks and OKRs — not a once-a-year survey

Tasks completed

+3 vs last week

On-time

92%

+5 pts

OKR movement

+4 pts

OKR-01 Modern Trade

Pulse engagement

Daily

consistent

Flagged for coaching: OKR-03 (negotiation) has been flat for 2 weeks — the focus of your next session.

Coaching focus

Where Marta is helping you improve — click to see the plan

Needs attention

Sharpen negotiation framing

OKR-03 · L4 readiness

The gap: your category reviews are strong, but negotiation framing isn't yet at L4 level.

How Marta helps: she'll co-prep your next JBP and debrief your approach afterwards.

Your action: finish Winning in Modern Trade and lead one JBP negotiation this month.

On track

Executive communication

One-page, decision-ready summaries

Progress: your last two category decks used the lightweight format — Marta noted the improvement.

Keep going: apply it to the regional leadership review next.

Suggested to try

Small ways to improve how you work — picked from your signals

Time-box margin work to 90-minute focus blocks

Your best margin work happens uninterrupted — protect it in your Pulse

Course · Winning in Modern Trade

Directly targets your negotiation focus area

Course · Executive Communication

Builds on the exec-summary habit you're forming

Coaching sessions

Your history with Marta

Thu 26 Jun · Negotiation focus

Upcoming · co-prep your next JBP

12 May · Category decks review

Agreed to move to one-page exec summaries

14 Apr · L4 track kickoff

Set the three Q2 development focus areas

On track for Q2

Coaching with Piotr Zieliński

Your senior leader coaches you on running the team, not just your own output. Sessions focus on what's blocking your 20 reports.

Next session

Mon 29 Jun · 10:00

What Piotr sees · this week

Grounded in your team's real activity — not a once-a-year survey

Team OKR avg

64%

+3 pts vs last week

Pulse consistency

18/20

reports active daily

Over capacity

people over 85% workload

Escalations resolved

4 / 5

this week

Flagged for coaching: workload imbalance — Piotr Kowalczyk, Kinga Pawlak and Zofia Mazur are all over 85% capacity while 4 others are under 60%.

Coaching focus

Where Piotr is helping you improve as a manager — click to see the plan

Needs attention

Rebalance team workload

3 reports over 85% capacity

The gap: Piotr Kowalczyk, Kinga Pawlak and Zofia Mazur are overloaded while others have room.

How Piotr helps: he'll help you re-scope the promo budget re-forecast so it isn't all on Piotr K.

Your action: redistribute 2 items this week and confirm in your next 1:1s.

On track

Unblocking speed

Time from "blocked" to resolved

Progress: you've resolved 4 of 5 escalations this week, faster than the team average.

Keep going: Marek's planogram sign-off is still open — close it before Friday.

Suggested to try

Small ways to improve how you manage — picked from your team's signals

Rebalance one item per over-capacity person

Move a task from Piotr K. or Kinga to someone under 60%

Add a mid-week check-in for blocked reports

Marek and Rafał have been blocked 3+ days

Coaching sessions

Your history with Piotr Zieliński

Mon 29 Jun · Workload & capacity

Upcoming · bring your redistribution plan

1 Jun · Q2 team OKR check-in

Agreed the Biedronka push as the team's top lever

On track for Q2

Coaching with James Whitmore

The CEO coaches you on running the organization, not just one division. Sessions focus on cross-division gaps only you can close.

Next session

Wed 1 Jul · 09:00

What James sees · this week

Grounded in your organization's real activity — not a once-a-year survey

Org OKR avg

60%

+2 pts vs last week

Pulse consistency

88%

org-wide, daily

Division variance

26 pts

Baltics 71% vs Digital & Ecommerce 45%

Manager bench strength

Fair

1 succession gap flagged

Flagged for coaching: the 26-point gap between your strongest and weakest division is the widest of any senior leader's org — James wants a resourcing decision on Digital & Ecommerce before the board meeting.

Coaching focus

Where James is helping you improve as a senior leader — click to see the plan

Needs attention

Close the Digital & Ecommerce gap

45% OKR attainment — lowest of your 4 divisions

The gap: Dawid Sikora's team is under-resourced relative to its mandate — every capability except Digital & AI is below org average.

How James helps: he'll back a headcount case at the board meeting if you bring a clear plan.

Your action: approve the resourcing ask this week and set a 90-day recovery target with Dawid.

On track

Scaling what works

Replicating the Baltics playbook

Progress: Ilze's 1:1 cadence and JBP process are being documented to roll out to the other 3 divisions.

Keep going: share the playbook at next month's manager sync.

Suggested to try

Small ways to improve how you lead the organization — picked from your org's signals

Cross-pollinate the Baltics playbook

Have Ilze present her 1:1 & JBP process at the next manager sync

Pair Dawid with a stronger peer manager

Michał has navigated a similar turnaround before

Coaching sessions

Your history with James Whitmore

Wed 1 Jul · Digital & Ecommerce resourcing

Upcoming · bring your 90-day recovery plan

3 Jun · Q2 org OKR check-in

Agreed Baltics as the group benchmark

Performance workspace

Performance Review

A culmination of your Pulse, OKRs, feedback and coaching for the period — review and validate.

Your org runs reviews quarterly

Draft · AI assembled

Performance barometer · Q2 2026

Strong

/ 100 composite

DevelopingOn trackStrongExceptional

92%

Execution · Pulse

47%

Outcomes · OKRs

Recognition

81%

Team management

65%

Org health

Team management scorecard

An algorithmic, non-biased read on how you're managing your 20 reports — not a subjective opinion

Team OKR attainment

64%

+6 pts vs Q1

Pulse consistency

90%

18/20 active daily

Workload balance

Fair

3 over-capacity

Escalation resolution

80%

4 of 5 this week

Computed the same way for every manager in the org, so it's comparable across teams: team OKR attainment (40%) + Pulse consistency (25%) + workload balance (20%) + escalation speed (15%) = 81%.

Organization health scorecard

This is what your performance review is really about — how the company is doing under your organization, not your own Skills DNA

Org OKR attainment

60%

+2 pts vs Q1

Pulse consistency

88%

org-wide, daily

Division balance

26pt gap

Baltics 71% vs Digital & Ecommerce 45%

Manager bench strength

Fair

1 succession gap

Computed the same way for every senior leader in the org, comparable across organizations: org OKR attainment (35%) + pulse consistency (20%) + division balance (25%) + manager bench strength (20%) = 65%. The division-balance penalty is why this trails the team-management scores below you.

Division scorecard

Where each division stands this period

Division	Manager	Headcount	OKR attainment	Status

Objective achievement

Your OKR scores for the period

Pulse over time

Aggregated from your stored daily pulses

Your wins

Consolidated from peer & senior-leader recognition

Focus to carry forward

From your coaching — what to keep improving

Sharpen negotiation framing

OKR-03 · finish Winning in Modern Trade, lead a JBP

Lift executive communication

Keep using one-page, decision-ready summaries

Milestones this period

Key moments worth capturing in your review

Your reflection

Add your voice before validating — this is your review

Operator · Admin & Settings

Integrations

Company-wide connections you govern as Operational Admin. Mandated sources are enforced for all employees — individuals don't connect their own.

You are the company's Operational Admin. Integrations are governed centrally here, not by individual employees. Mandated sources are auto-provisioned for everyone; whatever you connect flows into every employee's Pulse.

Company integrations

Governed centrally for 1,240 employees · Manage opens scopes, permissions & mandate policy

GmailMandatedInbox themes & approvals → Pulse

Company-wide · auto-provisioned for all 1,240 employees

Connected

Google CalendarMandatedAgenda & focus time → Pulse

Company-wide · auto-provisioned for all 1,240 employees

Connected

SlackMandatedMentions & channel pulse → Inbox themes

Company-wide · auto-provisioned for all 1,240 employees

Connected

Salesforce CRMMandatedKey-account & pipeline signals → Pulse

Mandated for Commercial · 320 employees · read accounts & pipeline

Connected

Stock Academy (LMS)MandatedCourses & certificates → Upskilling

Company-wide · SSO · sync completions for all employees

Connected

Zoom / Meet transcriptsMandatedMeeting transcripts → Inbox themes

Company-wide · transcripts feed theme overviews · active today 08:30

Connected

Add a company integration

Roll out a new source — set it mandated for all, or optional per team

HubSpotMarketing campaign data → Pulse

Microsoft TeamsChats & meetings → Inbox themes

NotionDocs & notes → Pulse

JiraTasks & tickets → Today's Focus

Don't see your tool? Request a custom integration

Operator · Admin & Settings

User Roles

Two things define each person: their access level (who can administer IQ) and their program role (their lens on the talent programme).

Access levels

Platform control — separate from the talent-programme lens

Operational AdminGoverns integrations, users & workspace — company-wide

1 person · Kasia Nowak (you)

You

Standard userManages own profile only — connections are mandated centrally

1,239 employees

Default

Program roles

The talent-programme lens — what each role sees across workspaces

Role	Pulse	Upskilling	Performance
Employee	Own	Own	Own
Manager	Team roll-up	Team paths	Team OKRs
HR / L&D	—	All paths	Cycles
Senior Leader	Org pulse	Talent map	Org OKRs

Admin & Settings is gated by access level, not program role — only Operational Admins see it.

People

As Operational Admin you invite people and set both their access level and program role

Person	Program role	Access level	Status
KNKasia Nowak (you)	Employee	Operational Admin	Active
MLMarta Lewandowska	Manager	Standard	Active
TWTomasz Wójcik	Employee	Standard	Active

Operator · Admin & Settings

Account & Security

Your profile, login and security — everything tied to you, not the workspace.

Profile

How you appear across IQ

Kasia Nowak

Commercial — Poland · Level 2

Full nameKasia Nowak

Job titleDigital Transformation Specialist

DepartmentCommercial — Poland

ManagerMarta Lewandowska

Program roleEmployee

Access level Operational Admin · company-wide

Login & security

Credentials and account protection

Usernamekasia.nowak

Emailkasia.nowak@stockspirits.com

Password••••••••••

Two-factor authentication

Single sign-onStock Spirits SSO

Active sessionsThis device · Warsaw · now · Chrome · Kraków · 2 days ago

Operator · Admin & Settings

Preferences

How IQ runs your day across the company.

Workspaces

Master switches — as Operational Admin these apply company-wide to all 1,240 employees. (POC: changes preview live on your own rail.)

PulseToday's Focus, inbox, calendar, messages

UpskillingRole explorer, development path Hidden for demo

PerformanceOKRs, feedback, reviews

Admin & SettingsAlways on — you operate this workspace

Required

Pulse & scan

When and how Ari builds your day

Scans per dayHow often Ari refreshes everyone's priorities

Scan timesWhen each scan runs

Trigger modeManual keeps LLM cost predictable & avoids notification overload

Manual

Mute low-priority channelsBatch #poland-social to end of day

Ari proactive nudgesSuggest reschedules & reply drafts

Display & data

Workspace preferences

Default landing workspaceWhere IQ opens

Pulse

Data residencyEU corporate compliance

Warsaw / EU

Reset demo dataRestore the seeded scenario

Welcome back, Kasia

Jump into a workspace

Pulse

Upskilling

Performance

Your day

Inbox themes

Your team of 20

Team status

Highest workload today

Your team

How your team ladders up

This week's meetings

4 divisions · 104 people · 4 managers

Divisions

OKR attainment by division

Manager performance

Today's Focus

Your priorities

What your team is focused on today

Your priorities

Breakdown by division

What each division is focused on today

Top priorities

Today's themes

Needs your mapping

Workstreams

Inbox

Themes

Calendar

Today's agenda

How your day splits

Skills DNA

Organization Capability

Capability radar

L4 readiness criteria

Capability by division

Psychometric assessments

Leadership & Team Mindset

Role Explorer

Group Commercial Director

National Sales Manager

Key Account Manager

Development Path

Stop-off journey planner — L2 → L3 gateway

Supercharger

Winning in Modern Trade: Negotiation

Category Management Essentials

My Objectives & OKRs

Team Objectives & OKRs

Organization Objectives & OKRs

Feedback & Coaching

Request feedback

Feedback about your leadership

Feedback for your team

Feedback about your leadership

Feedback for your managers

Coaching with Marta Lewandowska

What your manager sees · this week

Coaching focus

Suggested to try

Coaching sessions

Coaching with Piotr Zieliński

What Piotr sees · this week

Coaching focus

Suggested to try

Coaching sessions

Coaching with James Whitmore

What James sees · this week

Coaching focus

Suggested to try

Coaching sessions

Coaching your managers

Coaching plan by manager

Performance Review

Team management scorecard

Organization health scorecard

Division scorecard

Objective achievement

Pulse over time